Job Crafting


With Job Crafting you give employees the freedom to organize their work themselves. In doing so, they may take their personal wishes into account. What are the benefits of this and how do you put it into practice?

Maybe two thirds of workers are not enthusiastic about work. What gives employees the feeling that they have a dream job? and how do they gain more influence on this?

With Job Crafting you let employees tinker with their job, so that it comes closer to their ideal work. This is already possible with small changes that can mean a lot for an employee. For example, he can adjust his duties somewhat and focus more on things that he is good at. This has all sorts of advantages.

Benefits Job Crafting

The followings you can gain by implementing good Job Crafting process.


An enthusiastic employee is passionate about his job. Job Crafting contributes to this enthusiasm. It ensures a better balance between work that costs energy and delivers correctly. The result is that your employee's stress level drops and he burns out less quickly.


Do you want productive staff ? Then it might be interesting to consider Job Crafting. The aforementioned enthusiasm can lead to higher productivity. This is because enthusiastic employees are more inclined to go the extra mile for their employer.


The importance of sustainable employability is increasing. Due to the rising state pension age, it's now a fact that the emploee have to work longer. With Job Crafting they can continue to do so in a meaningful way for a longer period of time, because the work fits in better with their preferences.

Job Crafting step-by-step plan

View the following steps that willhelp you to implement Job Crafting

Step 1. Ask yourself why

Job Crafting always has a clear purpose. So first ask yourself what you want to achieve with it.

What are the benefits for you and your staff? For example, you can start from the advantages mentioned above. For example, it's possible that you want to increase the enthusiasm among your staff.

Also investigate to what extent you can give employees in your company more space . The extent to which that is possible can vary per company.

Step 2. Create space for Job Crafting

With Job Crafting you give employees control. In addition, an enterprising employee may take control more quickly than a person who possesses this quality to a lesser extent.

If you want all employees to benefit from this, you must give everyone room to tinker with their position. So let your staff know that you offer the possibility to do this, as long as it matches the goals of your company.

Step 3. Have your employee identify the current situation

It's important that your employee first maps the current situation. The reason for this may be a Personal Development Plan.

He can ask himself the following questions beforehand:

- What is my duties and how are the duties divided?
- What are my strengths and weaknesses?
- Which colleagues or customers do I mainly have to deal with?

It helps to visualize the results. For this you can have the employee write down his duties on post-its. This gives him a good idea of ​​his current duties. He can then use this as a starting point if he is actually going to tinker with his job.

Step 4. Ask your employees what they need

As a manager you have a supporting role in Job Crafting. It's important to keep asking questions about the needs of your employees. Talk to them and ask what energy providers or energy hunters are. Or perhaps they work best together with a certain colleague.

That way you discover what they need and you can possibly adjust things. For example, by redistributing tasks within your department.

Step 5. Search for a suitable form together

Job Crafting comes in all forms. In the first place, Job Crafting can relate to the range of tasks. You also omit tasks or add others. You can also do Job Crafting in relational terms. Then you work together with other people.

Finally, it's possible to change the context by choosing a different workplace or working hours. This way you can let someone go home earlier, so that they can provide informal care .

Step 6. Make specific agreements

It's advisable to properly record the agreements with your employees. Make these agreements SMART (Specific, Measurable, Acceptable, Realistic and Time-bound).

This prevents them from being free of obligation. Also keep an eye on whether the goals match those of your company. Job Crafting doesn't mean that your employee only does what he wants. He must also take business objectives into account.

Step 7. Evaluate and adjust

Job Crafting doesn't do an employee once in his career. He can continue to tinker with his function. For this it's important to evaluate the agreements made earlier from time to time together.

If goals are not realistic, it may be necessary to adjust them, for example. If you do this regularly, you ensure enthusiastic, productive and deployable employees. And you better retain your best people .

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