The Metiss Group's Blog

In 1976 J. Richard Hackman and Greg Oldham developed a key model of work design called the Job Characteristics Model. It has since become the basis for many job enrichment strategies and still implemented today.  Hackman and Oldham contend job satisfaction, motivation, and productivity result from the application of their model.

The core dimensions of the model are: job variety (ability to perform multiple job functions), job identity (how the job affects the organization), job significance (how the job helps society), autonomy (how much independence the job has), and feedback (what happens as a result of the job).

As leaders we may not be able to influence our direct reports’ variety, identity, significance, and autonomy but we can easily impact the feedback dimension of their accomplishments.  Unfortunately, once the results of a job have been completed and delivered, we often forget about them and move on to the next task.  Communicating to your direct reports the outcomes of their efforts will go a long way towards helping them embrace their jobs and be more productive.  Celebrate the positive outcomes and learn from the not so positive results; in either event, recount what happened (in most cases the outcome is positive).

Empower yourself to share the end product of your team’s efforts and your team will be more productive and successful.

This entry was posted on March 11, 2011 at 9:51 pm and is filed under Leadership, Performance Acceleration. You can subscribe via RSS 2.0 feed to this post's comments. You can comment below, or link to this permanent URL from your own site.