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HR Guide to Job Redesign

Meet the evolving needs of the organization and employees through job redesign.

  • When done ineffectively, job redesign presents risks to employee engagement, retention, and the employee experience.
  • To avoid common mistakes, organizations must involve employees in the redesign process to inform solutions and proactively manage resistance, identify opportunities to upskill employees based on changes to job requirements, and identify the impact of job redesign to adjacent roles.

Executive Summary

Critical Insight

Don’t take the human element of the job for granted. Redesigning jobs without incorporating the employee voice risks significant resource investment with limited return, as changes may not reflect the reality of the job.

Impact & Result

  • Organizations exploring job redesign must first identify the driving need through organizational data and employee feedback to ensure job redesign is the best solution.
  • Next, conduct a thorough review of prioritized jobs using job analysis, the job architecture framework, and employee experience data to uncover pain points, strengths, and opportunities.
  • Lastly, select appropriate job design methods to address pain points while maintaining strengths and incorporating opportunities.

Research & Tools

1. Uncover

Review guiding principles, uncover the need for job redesign, involve key players, prioritize jobs to redesign, involve employees, and recognize project constraints.

2. Analyze

Conduct a job review, examine external data, uncover job design components to address, and select goals and metrics.

3. Design

Explore and select job design methods, outline job modifications, identify and plan to address implications to adjacent jobs, and create a roadmap for implementation.

4. Implement

Identify areas to align with redesigned jobs, prepare managers and employees for change, and plan to monitor impact and adjust design as needed.

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