Make Sure Direct Reports Know The Results Of Their Efforts

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 is 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).

Leaders may not be able to influence their direct reports’ variety, identity, significance, and autonomy but they can easily impact the feedback dimension of their accomplishments.  Unfortunately, once the results of a job have been completed and delivered, they often forget about them and move on to the next task.  Communicating the outcome  of their efforts to direct reports will go a long way toward 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).

Empowered leaders share the end product of their team’s efforts and their teams are more productive and successful.

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Explore posts in the same categories: Communication, Leadership

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