Keke is Zavvy's expert in learning experience. On our blog, she share experience and insights based on her studies in learning design and experiences made with our customers.
By now, we’ve all experienced monday-blues and weekday-blahs at our workplaces. What we experience as job discontentment, has become such a commonplace in work environments, that over 70% of employees don’t feel enthusiastic about their work.
At a time, when companies are rebranding themselves as digitally-abled, and proactive competitors, people are still leaving their jobs at scale. HR managers, and leaders need a new way to help employees find purpose in their work. A strategy that works as an antidote to job discontentment, and that is job enrichment.
In this article, we will take you through the definition of job enrichment, top strategies to implement, and some bonus tips that will help you drive a higher workplace engagement.
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Job enrichment involves adding new tasks to your employee’s existing role so they can contribute their full potential. Instead of taking a ‘boring’ job, employees are now given opportunities that broaden their skill-set, and responsibilities. This helps them to find meaning in their work, while accelerating their growth.
Some examples of job enrichment include:
The core idea of job enrichment is that it gives your employees more autonomy and freedom to accomplish their goals – a differentiating point between job enrichment, job enlargement, and job rotation.
As an employer, you might ask whether job enrichment is worth it. After all, it’s additional work to create new responsibilities for one employee, let alone an entire department. But, when you implement job enrichment, it will enable your employee to experience performance peaks at all times.
Let’s take a look at some more advantages:
Humans are known to thrive in a collaborative work environment. When you increase your employees’ responsibilities, and create opportunities for them to work in groups, they will be motivated to work harder, and take on challenging or unpopular tasks.
You might promise ‘a challenging work environment’ to attract new talent, but are you able to successfully deliver this experience? To keep your side of the bargain, you need to create job enrichment opportunities so your employees can be on a continual learning path, as opposed to working in the same patterns every day.
Employees who are happy and engaged are the ones who will stay with you. A study by Niehoff and colleagues showed that job enrichment led to higher loyalty in the high-stress environment of a downsizing company.
If you want your employees to be productive instead of clocking in to browse job ads, give them varied, meaningful tasks to do. They will feel like they’re part of something larger than working just to receive a paycheck.
While there is no conclusive evidence on this, many employers claim that job enrichment initiatives lowered their employee absenteeism. It created a sense of forward momentum, and motivated them to perform better.
Job enrichment provides a road map for your employees to be in charge of tasks that would have been a natural part of their career progression. This not only saves both time and money on training, but also helps your employees to stay aligned with your organizational goals.
Encouraging your employees to bring out their hidden talents can greatly benefit them as well as your organization. It serves as a great opportunity for them to grow beyond their role, and get promoted to a position they are aiming for. On the other hand, you will be surprised to see all the different ways your employees are contributing to achieve your organizational goals.
While job enrichment plays a pivotal role in your employee’s career advancement, it’s equally important to take a look at its downsides. Here are some of the disadvantages you should consider before implementing job enrichment in your organization:
Adding new tasks to your employees existing workflow can easily become a taxing job. Instead of feeling motivated to broaden their skillsets, they will spend more time stressing on how to manage their work, while taking up new responsibilities.
Before experimenting with this initiative, make sure that your employees have the capacity to fit in new obligations within a 40-hour work-week or whatever their schedule may be.
It’s not wise to assume that every employee wants to explore new ways of doing their job.
Some may feel reluctant to participate, and the effects of job enrichment will have an adverse effect on their productivity.
Be understanding towards employees who are only interested in doing their share of their work, get paid and return home. For them, an initiative such as this, can easily backfire, and their performance will take a dip.
Taking up new tasks requires employees to closely work with their managers. This often leads to increased monitoring as managers need to collaborate with their subordinates. This can lead to micromanaging every step, which might work against your employees’ preferences.
Getting started with job enrichment is neither complex, nor does it require a team of HR experts. Here are some practical steps that you can take today to get started.
To make any role an enriching one, you need to determine its starting point. In other words, it’s important to understand how motivating and fulfilling the job is. The job diagnostic survey is a formula that gives each job a score based on factors like meaningfulness, autonomy and feedback.
The purpose of JDS is that it helps you identify which areas of a job can be enriched with significant improvements.
For the most part, each employee is responsible to perform a certain task that contributes to a larger purpose. It is unknown that one person oversees an entire procedure from start to finish.
To help your people find meaning in what they do, combine different jobs/tasks and put them together to make it more rewarding. Have them take partial responsibility for your goals instead of individual processes. This will encourage them to come up with the most efficient way to achieve your goals.
When employees are in charge of a small part of the process, they might feel their work is not noticed or valued. For example, someone whose only task is to answer customer support emails may find it hard to realize the value of their job in relation to the overall customer support efforts.
This is why businesses are implementing job enrichment at scale. It enables employees to have a broader scope of responsibilities, and see how their contribution makes a difference. When you decide to enrich jobs, always think about its purpose, and make that a driving force for change.
As mentioned previously, employees are far more committed to work in groups than individually. While job enrichment happens at an individual level, it is known to be equally beneficial for teams.
This is how: A concept called ‘Quality Circles’ was born from the Kaizen methodology. They found that employees who meet up regularly are more likely to come up with the most efficient solution/processes. This not only boosted their productivity, but also saved organizations time and money – a combination that benefits all.
When you help employees to focus on the goal rather than the execution, they will naturally be more efficient at managing their processes and workflows. Once they complete the job enrichment program, you can always reward those who came up with successful ideas. Making it a great way to improve their morale, while bringing significant savings in time and money for the company.
One of the key drivers of change in job enrichment programs is feedback. This should not only be at an employee-manager level but also be encouraged within teams. Always make it a priority for your managers to give valuable feedback to their employees – especially for tasks they have limited experience performing.
On the flip side, listening to your employees’ feedback can greatly enhance your processes. With their newly acquired knowledge on certain tasks, they may have new ideas on how to improvise your enrichment program.
The two terms are often used interchangeably. While they stem from the same root, their methods are far from being similar.
Job enrichment gives employees more autonomy and freedom in performing their existing responsibilities. For example, a product designer now has the autonomy to decide the design elements of a funnel, and the paths a visitor takes before converting.
On the other hand, job enlargement purely means adding more work to an existing role. Imagine that same designer now taking the responsibility of designing social media graphics. This doesn’t guarantee autonomy - but it broadens their skill sets to perform different tasks.
Job enlargement comes with its own set of benefits.
On the downside,
While job enlargement has its own set of advantages, most companies today favour implementing job enrichment initiatives.
In job rotation, employees simply switch roles to make their work more interesting. For example, a customer support leader can switch roles with a sales manager.
Here are some reasons why job rotation works for some organisations:
As for the downside,
Keeping all of this in mind, job rotation works better when implemented in short sprints, and at a junior level. On the other hand, job enrichment is a more viable strategy for long-term benefits.
To help you implement your job enrichment program, we’ve put together some examples you can get inspired from:
Let’s start with the marketing department: We’ll assume that you hired a writer who shows curiosity and eagerness to get their hands dirty within their first few months. To match that enthusiasm, you would ideally assign them new articles based on briefs provided by the content manager. When done, their articles would get proofread by an editor and checked by the SEO manager for optimization purposes.
Through the lens of job enrichment, your new talent is still doing their job of writing articles. But, instead of just writing, they can now create their own briefs, write the content, optimize it for SEO, proofread and publish it on time. As you can see, they are now in charge of the entire process.
Here’s another example from the design team: Let’s say you have a designer who is responsible for designing your blog’s landing page. Their process starts from receiving briefs from the marketing manager, and the copy from their respective copywriter. The final step would be to run through the designs with a UX expert and present the finished project to the marketing manager.
With job enrichment, your designer will take the responsibility of the entire process – from creating the wireframe, to adding different website elements, and taking it forward to the marketing manager for review.
The way job enrichment will look like in your company will depend on a variety of factors as no two strategies are the same.
Whether you run a company of 20 or 200 employees, job enrichment increases your employees’ motivation, gives them more room to express their talent, and improves your entire HR metrics.
Here are some great tips to help you succeed in your initiative:
One of the fundamentals of enrichment is to engage your people with a variety of jobs. Switch their usual set of 5 tasks with another 5 that go beyond their everyday responsibilities.
For example, a salesperson responsible for managing cold email campaigns now also gets to write emails, follow up with the leads and speak with them after a scheduled meeting. These are all tasks that are similar in nature, and yet differ from one another.
The great part about job enrichment is that employees can gain expertise in areas outside their comfort zone. In order to make this process more motivating, always offer feedback to employees who are undertaking new tasks for the first time.
Encourage your employee’s manager to provide valuable feedback, and guide them in the right direction. Timely and constructive feedback can make or break your job enrichment strategy.
To lay the groundwork of your job enrichment program, select tasks that will add meaning to your employee’s workday. For example, a sales representative whose task is to only book calls with the middle management, can now close high-ticket deals directly with enterprise customers.
It’s natural to guide employees who are performing a task for the first time. However, there is a fine line between guiding someone and micromanaging them.
The very purpose of job enrichment is to give your employees more control in what they do. This means letting them manage the entire process (or more of it) vs. being in charge of just one portion of the workload. Give your employees the freedom and autonomy to make their own decisions, while leaving some room for error.
Put simply, one of the best ways to make job enrichment work is by setting clear goals for your teams, and giving them the flexibility to achieve these goals at their own pace. This way, they will have the autonomy to find efficient ways to resolve complex tasks.
When there is no one micromanaging at every step, your team members will feel confident enough to put themselves in leadership positions. They will get a better sense of the real value of their work, and feel motivated to think outside the box. All this, whilst saving time and resources.
A lot of businesses are recognising the correlation between an employee’s performance and their deep connection to work. If you’ve set out to create a workspace where your people feel loved and motivated to give their full potential, job enrichment is the right strategy to use. It is practical, inexpensive, and easy to implement – regardless of your budget.
At Zavvy, we are committed to enrich your employees’ workflow at every step – starting from employee onboarding. Well known for their ease of use, you can customize our onboarding journeys and templates to deliver a seamless experience. To learn more, read our client Roadsurfer’s journey of onboarding new employees with Zavvy, or simply book a demo with us!
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