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Job Redesign
| Guest post by: Robert Whipple |
Article Overview: There are huge books devoted to the subject of job redesign. This short article deals with some aspects of redesigning jobs for a more empowered team structure.
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Free Download - Death by Micromanagement By Robert Whipple |
Job Redesign
An empowered team works differently from a conventional workforce. It is important to recast job functions to work well in an empowered state. This means examining the actual work and flow to be consistent with new capabilities.
Job Redesign must be done with care to cash in on the benefit of higher capabilities. The effort is complex because the organization needs to maintain productivity in the old system while new jobs are developed. The key to success is careful planning and execution. Significant retraining will be necessary as people take on new roles.
Having job redesign become part of teambuilding is a good way to ensure proper alignment.If it occurs as a separate exercise, some later retooling is often necessary.
Design Caution: Avoid the BIG REORGANIZATION
The leader can reduce confusion and inappropriate behavior by not making a huge production of a reorganization. This is costly to the organization in lost momentum and needs to be managed as a part of the change process. Too often we see managers advertise a big reorganization as a thing that will save us, and it will be happening over the next 6 months. People don't see the connection between this and the organization goals, so they resist and play all sorts of games, undermining current performance.
G. Richard Thoman, President of Xerox Corporation made that mistake in 1998 when he reorganized the field sales force. Not only did it confuse and demoralize the sales people, it also thoroughly alienated Xerox customers. It led to a nearly complete collapse of the corporation and the speedy ouster of Thoman.
The antidote is to view restructuring as a natural part of a process and not a singular event in a vacuum that will sweep in and fix all the problems. When you see people roll their eyes back and say "we're going through another reorganization," it is a good clue the leader is handling it poorly.
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Article Tags: empowerment, Jod redesign, leadership, trust
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