Why reasonable adjustments don't go far enough

Charlotte and Rob presenting

Rob and I had the privilege of presenting to a full room at the Health and Wellbeing at Work event, as part of their fantastic programme to provide knowledge, insights and solutions to improve workplace health and wellbeing.

I started the talk with a personal story.

Where it all began

Early in 2021 I began experiencing pain in my hands, wrists and arms, and was later diagnosed with multiple forms of tendonitis. The simplest of life's tasks became painful and often impossible.

Work was obviously a HUGE challenge (we'll come onto that).

As months passed, the pain spread. My inner psychologist who needs to make sense of things was really struggling. I could not understand what was happening or how this had happened. It was so unpredictable, I’d wake up each day not knowing what I’d get.

Each time I tried something new and it didn't work, I lost hope. My life was one huge adjustment, but I was running out of options. I genuinely wasn’t sure if I’d ever be able to work again.

Luckily for me I was able to make significant adjustments to my work, and access the education and support I needed to recover. I’m now 2 years pain-free! 

What this means for work

Now that I'm in the incredibly privileged position to look back, there's some key takeaways for me:

1. The world is SO inaccessible for so many people, and we need to do better (yes, I understood this in principle but appreciated it differently through lived experience)

2. A lot of people are carrying their own stories but aren’t getting the support they need

3. Ultimately the adjustments I made were essential. But they were reactionary. There's adjustments I wish I'd made much sooner

4. We should be having conversations about positive adjustments much earlier than when a problem occurs

When we should be having personalisation conversations vs when we typically do

Limitations of reasonable adjustments

Clearly I’m not advocating for the abolishment of reasonable adjustments. They will have undoubtedly served as lifelines, and provided an essential route for people to get the support they need. 

However I don't think they go far enough.

Shouldn't we be striving for a more proactive and empowering approach?

A workplace where everyone is encouraged and empowered to personalise their work from day one?

Where conversations about crafting work are frequent and normalised?

Where you work in partnership with your employer to find ways to make work better for you, without unnecessary barriers?

I think we can do better.

What we can do in practice

It starts with fostering a culture of safety, communication and experimentation. It’s about taking opportunities from day 1 to shape work around a person rather than trying to shape a person around work.

At Tailored Thinking, we've been exploring the transformative power of job crafting.

Job crafting is about tailoring your work to fit you better, like adjusting a semi-tailored suit to make it a perfect fit.

It's not about ripping up the entire outfit but making nuanced changes that enhance your experience of work. Some people’s jackets will require more positive adjustments than others.

If you’re interested in exploring this we’d recommend the following frameworks:

1. Use the 5 types of job crafting to support conversations about positive adjustments

The 5 types of job crafting

Task, skill, purpose, relationship, wellbeing

For example:

• Task - which tasks are challenging and why?

• Relationship - who could help and support you?

• Skill - are there skills you would like to develop, or for your colleagues to learn?

• Purpose - will the adjustments make a difference to how connected you feel to the purpose of your role?

• Wellbeing - are there ways we could make your role healthier from a mental and physical perspective?

2. Consider how you could positively adjust your work

The 6 hows of job crafting

What, when, why, where, well, who

In my example:

• What: note-taking became impossible so I stopped doing it. I realised it often added no value but was a habit I’d developed. We recorded meetings and used transcription software where notes were useful. 

• When: I experimented a lot to find a work schedule that helped. I settled on a Wednesday off work to break up the week, which I still do now.

• Why: I asked myself what the purpose was of everything I did, and changed anything that I couldn't justify

• Well: regular communication with my colleagues about what was working / not working was vital

A lot of these changes have served me well in the future too.

What next

Ultimately my journey through job crafting taught me that the adjustments we make today can lead to surprising positive outcomes tomorrow. It's about anticipating needs rather than simply reacting to them. 

To conclude, I'll invite you to consider your own experiences with workplace accommodations. What has helped you?

Tailor Your Job To Make it More You

If your job could be represented by an item of clothing what would it be? I wonder if it fits you perfectly? Does it reflect your sense of style? Does it have stretch to allow you to grow, or is it a bit tight and restricting?

When starting a new job, we often receive a metaphorical "work suit." It can be exciting and daunting to try it on for the first time. You hope it will be a good fit, but you only really know when you put it on and look at yourself in the mirror or wear it out for the first time.

Seeing something in the shop window, or an online photo, looks and feels different when we put it on. And we all know that what fits us today, might not suit our shape or sense of style tomorrow.

Rather than simply hoping our work and our jobs are a good fit, thinking of our jobs as semi-tailored suits - things to be subtly shaped rather than stuck and static - might help us find ways to craft and customise our work to tap into our strengths, passions and interests.

Sharing inspiration from a badge I spotted in a clothes shop, I wonder what you would change if you could tailor your job to make it more you?

View fullsize

When I am introducing the concept of job crafting to people for the first time, I often show them a picture I took from a popular men’s clothing chain, which specialises in suits, shirts, shoes and jackets (it rhymes with Goss Floss).

I was browsing one day when I noticed a badge on the cuff of a suit jacket. Just before I was accosted by a diligent security guard, I was able to take a picture of the badge, which I often share in presentations. 

The badge said ‘Tailor me, To make me more you’. 

The badge was advertising the fact that the suit jacket could be semi-tailored. The customer would be buying a standard suit and therefore would not be able to change the suit’s core elements such as the colour or fabric but they could personalise the final fit.

Job crafting can be thought of as a semi-tailored approach to working. The basic design and structure of a job has been established but the final fit and how the job is undertaken is subtlety shaped to reflect the strengths, passions and needs of the individual worker. 

The benefit of job crafting is that it enables people to create a closer fit between their work and their individual needs, motivations and circumstances. Crafting is not about custom construction but about making small changes to the job you already have.

Similar to people who feel more comfortable and confident wearing clothing which reflects their personal style and physical shape, workers who job craft feel more energised and engaged in their work. And they perform better too.

More than ever we need to embrace a semi-tailored approach to work and to working. Rather than being fixed and fixated about roles, we need to give people space to grow and develop. The challenges we find stimulating and the support we need today are seldom the same  in 3, 6 or 12 months time. 

It's time to leave behind the ill-fitting suits and straightjackets of traditional work and embrace a future where work truly fits each individual.

If you could apply a “Tailor me, to make me more you” to your job, what you would change?

101 ways to job craft for 2024

A graphic of a pink and blue jacket with a tag that reads “Tailor me to make me more you”

In 2023 we shared a blog post highlighting 101 ways we’ve seen people job craft. It was our most visited page of the year, and people still ask us for examples of job crafting, so we thought you’d want some more for 2024!

For anyone who is new to job crafting, it is essentially about making small tweaks and changes to your job that make it a better fit. Typically we experience people job craft in 5 different ways: Wellbeing; Purpose; Skill; Relationship; and Task Crafting.

We have collected some of our favourite examples from teams and individuals we have worked with to bring job crafting to life.

These are personal examples, so they may not apply or be relevant to your circumstances. However we know that people appreciate some inspiration when they set out on their job crafting adventures.

Fancy kicking off 2024 in style with guided job crafting? Well, you’re in luck, our Job Crafting Challenge starts 15th January and entries are open until the end of the month.

Don’t miss out!

Wellbeing crafting

Wellbeing crafting is enhancing and maintaining our physical and mental health through the work we do.

Examples:

1. Adjusting working hours in the winter so I’m spending more time working in the light

2. Taking annual leave around bank holidays to extend the long weekends to a full week off

3. Doing 10 minutes stretching at lunchtime after being sat down all morning

4. Switching my phone and email notifications off in the evenings

5. Doing an exercise class once a week with colleagues to hold us all accountable

6. Changing my working hours to start earlier so that I could prioritise exercise in the afternoon after finishing work

7. Arranging one walking meeting a week

8. Listening to my favourite podcast before starting work to put me in a good mood

9. Introducing a ‘fake’ commute to help start and end the day

10. Trying a standing desk

11. Saying no to requests that I enjoy doing but don’t have the time for

12. Moving to a condensed week in order to have a day off work mid-week

13. Getting into a routine of leaving the office on time (e.g. leaving the office with a buddy)

14. Bringing more nutritious snacks to work

15. Planning out my lunch breaks for the following week and blocking them out in my diary

16. Setting a timer to take a break from my desk at least every hour

17. Trying to keep one day a week meeting-free

18. Treating myself to a lie in once a week - starting and finishing later that day

19. Taking the stairs instead of the lift

20. Listening to my favourite album whilst working on a project

Purpose crafting

Purpose crafting is reframing how we think about our work in general including the value and significance it brings to us personally and others.

Examples:

1. Reflecting on the value I want to bring to others through my work in 2024

2. Saying no to requests that don’t align with the core purpose of my role

3. Considering how I can bring my coaching skills and tools into conversations outside of work, to support friends with career goals and challenges (this also allows me to further develop my skills - i.e. skills crafting)

4. Writing down three things I appreciate about my work and sharing with a colleague / friend / family member etc.

5. Defining who I want to be professionally in 2024 and sharing this with others (e.g. on LinkedIn / Teams chat)

6. Re-framing the importance and value of tasks I don’t look forward to (e.g. taking time to cost out proposals in detail is a way of looking after the business and saving my future self the same task)

7. Make a daily / weekly list of the best interactions with customers / clients

8. Sharing my passions at work (e.g. starting a running club)

9. Volunteering for projects that I find meaningful (e.g. working with charities, mentoring junior colleagues, etc.)

10. Setting up a fun competition with colleagues (e.g. who can get the most engagements on social media, plan the most sustainable work trip)

11. Finding new and innovative ways to gather feedback from stakeholders at the end of projects

12. Identifying at least one event for the year I would like to attend focused on a subject I am passionate about - make a business case for attending and share back key takeaways with colleagues

13. Reframing work travel as an opportunity to explore new places

14. Becoming a company advocate or champion for something I care about (e.g. inclusion, sustainability)

15. Surveying service users to better understand their needs and how my work can add value

16. Asking to be invited to more client-facing meetings to understand the impact of my work from their perspective

17. Reflecting each day on the person that I have helped the most

18. Creating a case study after completion of each project and sharing this externally (e.g. on LinkedIn)

19. Volunteering to arrange the next team social event

20. Exploring the impact of my role on the wider organisation

Skill crafting

Skill crafting is developing, refining and focusing on new skills.

Examples:

1. Researching what the most desirable skills are for 2024 and setting a goal to develop in one area

2. Taking a strengths assessment to better understand my top strengths and how I can maximise my use of these at work

3. Asking if I can record an online call to watch back for my own learning

4. Keeping up to date with industry news and thought leadership

5. Saying yes to a scary project

6. Learning a new skill (and teaching others)

7. Asking to shadow a colleague doing a specific task

8. Attending a lunchtime webinar

9. Asking for constructive feedback from someone I wouldn’t usually ask

10. Finding reliable sources of aggregated news on specific topics

11. Subscribing to email alerts for new articles on a specific topic

12. Finding an opportunity to present to a new group (e.g. to enhance public speaking skills)

13. Offering to arrange a lunch and learn for the team

14. Taking the lead in a team meeting (e.g. to develop leadership skills)

15. Setting a goal of writing 5 blogs each quarter and asking for feedback on how my writing has improved

16. Buddying with a colleague in a different team to learn more about what each other does

17. Listening to a work-related podcast whilst getting ready for work

18. Joining a LinkedIn community

19. Each team member sharing something new they’ve read / learned each week in a team meeting / 1:1

20. Experimenting with a new digital tool (e.g. using AI)

Relationship crafting

Relationship crafting is shaping how we relate and engage with others, including building and adapting our relationship with co-workers.

Examples:

1. Setting up calls to chat with colleagues on a Friday afternoon when I’m feeling disconnected

2. Setting up a Teams group for people with similar interest to me

3. Writing a thank you note to a colleague at the end of each week to express my gratitude

4. Starting a meet-up for new parents returning to work

5. Going to a networking event and sharing contact details with at least one new person

6. Asking for support to address a challenging working relationship

7. Offering to mentor a new colleague

8. Organising a team away day

9. Setting a goal to initiate one new conversation each week

10. Popping into someone else’s office to see how they’re doing

11. Scheduling informal 1:1 check-ins with direct reports to compliment more formal 1:1s

12. Scheduling regular (i.e. monthly) calls in advance with colleagues to reconnect

13. Setting a goal to learn something new about each team member

14. Setting up a coffee scheme that pairs colleagues from across the organisation at random to meet for coffee (online or in person)

15. Allowing time for informal “chit chat” before meetings

16. Spending less time with people that can drain my energy levels

17. Grabbing lunch with a colleague from a different team once a month

18. Car sharing

19. Asking someone about their passions outside of work

20. Arranging to check-in with a new starter to see how they are getting on

Task crafting

Task crafting is tangibly changing aspects of how we undertake our work including re-designing, adding or removing tasks.

Examples:

1. Rewarding myself with a small treat when I’ve done a task I don’t particularly enjoy

2. Mapping out my week so that there’s a balance of tasks that I enjoy and look forward to

3. Asking colleagues to delegate tasks that I enjoy but noticed I was missing from my work ‘plate’

4. Consciously aligning tasks to business goals as a source of motivation

5. Keeping a receipts purse in a convenient place so that business receipts don’t get lost

6. Protecting the first hour of the week to plan my tasks for the rest of the week

7. Recording voice notes for colleagues

8. Only checking emails during specific times

9. Finding ways to channel a strength e.g. bringing competition into everyday work

10. Doing the hardest task first thing when energy is at its highest

11. Experimenting with voice-to-text software for faster email, report and content writing

12. Doing admin on a Friday when the mood is more positive

13. Limiting non-essential meetings

14. Using the pomodoro method for time management

15. Delegating or swapping tasks that don’t play to my strengths

16. Experimenting with new tools to make existing tasks more fun, effective, etc.

17. Calling a colleague rather than emailing

18. Working collaboratively using Google Docs instead of Microsoft Word

19. Scheduling meetings for the afternoons to keep mornings free for focused work

20. Shortening all meetings by 10 minutes

Job crafting example number 101:

Write down 3 good things at the end of the working day. You can note these somewhere or share them with someone (we share ours as a team on LinkedIn every Friday).

We hope that you found these examples inspiring and that you can try out job crafting for yourself.

Don’t forget to get your name down for our Job Crafting Challenge starting 15th January. Entries are open until the end of the month.

Happy crafting!

What we’ve learned from 2 years of the Job Canvas

Do you find that your job has different cycles and changes during the year?

I had some time away from client delivery this summer to focus on internal business projects (you know the ones that struggle to make the top of the priority list?)

I was curious to understand whether there had been any changes to how people were using the demo Job Canvas since I last analysed the data for our Job Canvas 1 year Anniversary Event nearly a year ago. 

Through this initial analysis we were pleased to learn that the Job Canvas had global reach (29% users were outside the UK); it was being downloaded by at least one new person around the world every week; and that people’s motivations for using it were varied. In fact, people’s ideas for its implementation positively surprised us! 

“We’re looking for a more engaging way to attract new volunteers, giving a clear definition of the role, whilst avoiding the traditional, dry job descriptions.” 

- HR specialist, non-profit organisation

This summer I delved back into the data, interested to see what had changed, and what this might tell us about the world of digital HR tools.  Here’s what we’ve learned:

1. Usage has doubled

There are now almost 3 new people every week using the digital Job Canvas. And these users remain varied in terms of location, sector and job role. 

A bar chart showing the average number of Job Canvas users per month, year 1 vs year 2.

We are proud of how far the Job Canvas has spread, and appreciate everyone who is curious enough to try it out (we’ll talk more about curiosity shortly).

For us, this indicates that there is still a real desire to explore and utilise digital HR tools, regardless of sector or geography.

2. Motivations for using the Job Canvas are even more varied (and have evolved)

We counted over 20 unique motivations expressed by people wanting to use the Job Canvas!

Interestingly, the most common reason this year didn’t even make the top 5 last year: Curiosity. This is a Tailored Thinking value, so we were pleased to see it cited as a motivation by 24% of people who were interested enough to try out something new (you’ll never know unless you try…)

A chart showing the top reasons people gave for using the Job Canvas (percentages reflect how frequently each reason was given - many people cited multiple reasons, and so the total doesn’t add up to 100 percent).

Naturally, people typically gave multiple reasons for using the Job Canvas. Exploring tools to support innovative approaches to the future of work; finding a better alternative to traditional job descriptions; and seeking a tool to enable more quality coaching conversations all featured highly.

“I’m working on strengths-based leadership to equip leaders for the future. The job canvas enables adaptability, flexibility, creativity and change - all things we need right now."

- Director, wellbeing institute

3. Job Crafting is gaining more traction

We were thrilled to see a small number of people interested in a tool that supports job crafting, and encourages more strengths-based conversations at work.

We know first-hand the value of job crafting for individuals, teams and organisations, and have used the Job Canvas to bring job crafting conversations to life. For example, encouraging teams to reflect on their core purpose, reframing how we view challenging relationships at work, and finding opportunities to play to our strengths.

In fact, this article and my data analysis of job canvas usage, came about from a conversation with Rob, centred on my own personal Job Canvas, about how I could meaningfully craft my passion for data analysis into my role.

4. The HR challenges are real

Most of all, it was interesting to hear HR folk talk about their current challenges. For example, providing employees with flexibility, role clarity, and opportunities for personal growth, as well as supporting organisational priorities such as agility, employee retention, and values-led behaviours. 

“We are exploring ways to help provide clarity to employees whilst also allowing for flexibility and personal growth.” 

- VP HR, technology manufacturing company

These are priorities you probably recognise, and let’s be honest, they aren’t going away anytime soon. The Job Canvas can help tackle these challenges by centring the purpose of a role or team, and capturing precisely what a role entails. It helps teams work with confidence and clarity in the now, whilst recognising the natural evolution and growth of roles over time.

If you’re looking for new and innovative ways to tackle your people priorities, or would value external support through times of challenge, we’d love to hear from you. Email us: [email protected]

You can read more about what we offer in this PDF, and play with the Job Canvas yourself via this webpage.

About the author

Charlotte Axon is a Lead People Scientist at Tailored Thinking, and self-confessed data enthusiast. Charlotte has worked on projects focused around employee engagement, inclusion and values, in her capacity as a facilitator and data cruncher / report creator. She is always on the look-out for projects like these which play to her strengths of listening, individualisation, analytical thinking and contextualisation.

Why Coaches should be paying close attention to job crafting

Job crafting is a process that involves making intentional changes to the design of one's job in order to increase job satisfaction, engagement, and motivation. The practice has been gaining popularity in recent years as a tool for individuals to create more meaningful and fulfilling work lives. However, job crafting is not just a personal development tool – it can also be a powerful coaching technique.

If you're looking to help your clients achieve greater job satisfaction and fulfilment, learning how to teach job crafting could be a valuable addition to your toolkit.

Here are some reasons why:

1. Job crafting is a proactive approach to career development

   Job crafting is an approach to career development that puts individuals in the driver's seat. Rather than waiting for their employers to make changes or searching for a new job, job crafters take action to redesign their current roles to better align with their strengths, interests, and values. As a coach, teaching your clients how to job craft can help them take a proactive approach to their career development and feel more in control of their professional lives.

2. Job crafting can increase job satisfaction and engagement

   Research has shown that job crafting can lead to increased job satisfaction and engagement. When individuals have more control over the design of their jobs, they are more likely to experience a sense of autonomy, mastery, and purpose – all factors that contribute to greater satisfaction and engagement at work. By teaching your clients how to job craft, you can help them create more fulfilling and enjoyable work experiences.

3. Job crafting can lead to better performance and productivity

   When individuals are more engaged and satisfied in their work, they are also likely to perform better and be more productive. Job crafting can help individuals identify tasks and responsibilities that play to their strengths, allowing them to perform at a higher level. Additionally, job crafting can help individuals find more meaning in their work, which can lead to increased motivation and productivity.

4. Job crafting can promote employee retention

   In today's competitive job market, employee retention is a top concern for many employers. By teaching your clients how to job craft, you can help them create more satisfying and fulfilling work experiences, which can lead to greater loyalty and commitment to their current employers. This can benefit both the individual and the organization by reducing turnover and improving morale.

Overall, learning how to teach job crafting can be a valuable addition to any coach's toolkit. By helping your clients take a proactive approach to their career development, increase their job satisfaction and engagement, improve their performance and productivity, and promote employee retention, you can help them create more fulfilling and enjoyable work lives.

Click here to find out more about job crafting and how Tailored Thinking bring this to life in organisations.

How job crafting can create a unique employer brand for your organisation or clients

Attracting the right people into the right jobs is a bigger and more important task than many of us realise. In today's competitive job market, organisations need to have a strong employer brand to attract and retain this top talent. A positive employer brand can help build trust with stakeholders, differentiate the organisation from competitors, and support business objectives by attracting and keeping talented people. You can play a vital role in improving your company and client's employer branding efforts, and job crafting is a powerful tool that can help achieve this goal.

What is employer branding?

Employer branding is how the company comes across as an employer of the whole employee experience. In order to make them stand out to impress and recruit the best talent, they should brand and market themselves honestly and with integrity, in the same way they brand and market themselves to customers. It describes an employer's reputation as a place to work, and their employee value proposition, as opposed to the more general corporate brand reputation and value proposition to customers.

What is job crafting?

Job crafting involves allowing employees to customise their roles to better fit their skills, interests, and values. This can increase employee engagement and satisfaction, leading to better performance and retention rates. By encouraging job crafting, organisations create a positive company culture that supports employee wellbeing and growth and as a result, they become a very attractive employer. We know that job crafting improves employee experience, job satisfaction, wellbeing and company performance, therefore, it should be shouted about to improve employer branding.

Here are five ways you can use job crafting to improve employer branding:

1. Begin with encouraging job crafting: to allow people to craft their roles to better fit their skills, interests, and values because this increases employee engagement and satisfaction, leading to better performance and retention rates. You could help colleagues and clients to develop processes and procedures that support job crafting, such as regular check-ins, feedback sessions, and goal-setting exercises.

2. Carry out a brand audit: Once you’ve embedded job crafting, conduct a brand audit to assess the current employer branding efforts. Reviewing online presence, consider how do people know that job crafting is being used in the company? How do they know that this is a company who cares about employee experience?

3. Develop an employee value proposition (EVP): Develop an EVP that articulates what makes the organisation unique and attractive to potential employees, making it stand out from competitors and attract top talent. Here, job crafting enables employees to align their roles with the EVP, creating a more cohesive and compelling employer brand.

4. Communicate the benefits: Communicate the benefits of job crafting by highlighting the positive impact on employee engagement, wellbeing, and growth, as well as the potential benefits for the organisation, such as increased innovation and creativity.

5. Measure the impact: Measure the impact of job crafting on employee engagement, satisfaction, and retention rates, as well as on the overall employer branding efforts. This can help identify areas for improvement and develop strategies to address them.

Here at Tailored Thinking, we’ve had the pleasure of working with some amazing employers who consistently encourage job crafting, and we would recommend them to prospective employees wholeheartedly. This is what employer branding is all about. 

Your role as a people development professional, coach, or consultant, is to help your clients and colleagues succeed. A huge part of that success is determined by who their employees are and so they must attract the best. Job crafting plays a major role in a positive employee experience and improves both productivity and success. It’s been named as a vital tool in the future of work. 

Click here to find out more about job crafting and how Tailored Thinking bring this to life in organisations.