I’ve Seen the Future of Employee Wellbeing. Its Name Is Job Crafting.

December 29, 2017 in Featured, job crafting

Crafting clay

First, the Premise: Work Shapes Wellbeing

The foundation of employee wellbeing isn’t employee behavior — it’s workplace exposure. Exposure to things like…

  • the physical environment,
  • the psychosocial environment,
  • the policies of the organization,
  • the work itself.

Designing jobs to optimize these exposures is a direct path to creating healthier work.

The employer that values employee wellbeing will design jobs that offer

  • autonomy,
  • manageable demands,
  • well defined roles,
  • fairness,
  • appropriate rewards,
  • plenty of personal and professional support.

As the business world crams countless sections into its wellbeing pie charts, it persistently omits the core: For a sustainable workforce, healthy work comes first.

What Is Job Crafting?

In job crafting, employees tweak any combination of…

  • their tasks,
  • their workplace interactions,
  • the way they view their jobs.

One of the most commonly cited examples comes from Amy Wrzesniewski and Jane Dutton, who first coined the phrase job crafting in 2001. In their study of hospital housekeepers, some workers distinguished themselves by envisioning their role as part of the care team, taking the initiative to chip in where they could to make the environment more patient-friendly — adjusting a picture on the wall of a patient’s room, delivering a glass of water, or spending more time interacting with patients and visitors.

The researchers wrote,

When hospital cleaners integrate themselves into patient care functions, they are able to see their work as being about healing people and to see themselves as a key part of this process, thus enhancing work meaning and creating a more positive work identity.

A variety of workers studied, from machine operators to engineers to sales professionals, have been found to experience greater job satisfaction, better performance, less burnout, and enhanced wellbeing by bringing more meaning to their jobs via self-initiated or intervention-based job crafting.

I’ve come to see job crafting as the workforce sustainability intervention many of us have sought: An evidence-based, employee-centric methodology that can enhance employee wellbeing in a manner aligned with employers’ priorities.

Job crafting is not the solution, but it may be the keystone for employers that have their house in order. It’s one answer to the question, “Okay, we value autonomy, employee engagement, a supportive environment, and the rest… But what do we do about it?”

Job crafting is a tool — not a substitute — for good management.

If you may be interested in hosting a job-crafting beta workshop later in the coming year, touch base via the Jozito.com contact form.


A version of post was originally published on LinkedIn on December 28, 2017.

9 Hopes – Not Predictions – For Employee Wellness in 2018

December 23, 2017 in Stress

employee wellness predictionsInstead of offering predictions about what will happen in employee wellness in the coming year, here is what I hope to happen:

  1. When we advocate new strategies, we’ll cite peer-reviewed evidence to support our case.
  2. We’ll assess and listen carefully to what employees really want.
  3. Organizational leaders will recognize that employee wellbeing is everyone’s responsibility — not just the wellness coordinator’s.
  4. Wellness coordinators will recognize that employee wellbeing is everyone’s responsibility — not just theirs.
  5. We’ll study models of job stress, including demand/control/social-support (job strain), effort-reward, organizational fairness, and job demands-resources (JD-R), and understand their relevance to overall employee wellbeing.
  6. We’ll open up to the possibility that behavior change isn’t the be-all-and-end-all of employee wellbeing.
  7. We’ll expect vendors to accept their fair share of financial risk for results, without just baking it into their pricing.
  8. We’ll identify a forum for wellness practitioners and industrial/organizational (I/O) psychologists to experience cross-learning about assessment and enhancement of work, wellbeing, and productivity.
  9. Our major wellness conferences will connect their attendees with nonprofit (or under-resourced) employers in their host cities to model wellbeing interventions for employees who otherwise might not have access.

This post is excerpted from 9 Employee Wellness Trends that Won’t Happen in 2018 (and 9 that Should), originally published on LinkedIn on December 12, 2017.