High quality jobs produce higher individual wellbeing. Improving how the job is carried out and other practices to support workers to do their jobs improves worker wellbeing and performance

Evidence into action: For employers

  • How tasks and jobs are organised forms is part of the DNA of the organisation. What people do at work is one of the most important levers for wellbeing –as recommended by the International Labour Organisation and the World Health Organisation.
  • Actions to improve the quality of jobs can be as simple as training workers to make their own improvements to their work or changes to the way work is done accompanied by appropriate training.
  • More reliable effects on performance as well as wellbeing come from changes to the way the work is done and more extensive changes to training, management development, performance management and rewards.
Performance management and rewards

Performance management and rewards

There are two elements to high quality jobs:

  1. The detail of how the job is carried out:
    1. safe environment free from risks or dealing with unacceptable behaviour
    2. clear roles for staff
    3. variety in tasks to be performed
    4. opportunities for workers to use skills they have
    5. opportunities to influence how the job is carried out
    6. staff work with supportive colleagues
    7. work-life balance and reasonable work demands
  2. This is supported by practices to support workers to do their jobs:
    1. learning and development to enhance skills
    2. motivation to perform well
    3. fair, accurate and supportive feedback
    4. development and encouragement for managers to support their staff
    5. encouragement for staff to communicate respectfully with each other, to be supportive and to work effectively in their teams
    6. worker consultation on major organisational changes
    7. secure jobs with tangible opportunities to progress

Exploring the Evidence: What Do Employers Do?

Unipart encourages employees to innovate in the design of their work. This approach generates improvements in the business. Enhancing how work is done is enabled by value stream mapping, quality circles, allowing workers to select the best equipment, to engage with the design training and to develop standard operating procedures. Such processes give workers responsibility, variety and control over what they do. Unipart supports the development of employees, and line managers support employees to identify appropriate development needs.

Source: Job Design and Employee Engagement