Why managers should tailor more jobs to meet employees’ interests and goals 

Over the past two years, more employees want to be exceptions to the rule. 

They want personalized arrangements that differ from the ones their co-workers have—from remote work to a tailored schedule to a reworked job that is better aligned with their interests and goals, The Wall Street Journal reports. 

But many managers have no idea how to make these requests work, or whether to even consider them in the first place. They are used to a one-size-fits-all workplace, which on the surface, at least, seems easier and fairer 

But academic research shows the opposite is true: These deals can make the workplace a fairer environment, and make it more likely that employees do their best work.

Here’s how to go about it, according to Carnegie Mellon professor Denise  Rousseau and Tepper School of Business professor Laurie Weingart: 

  • Don’t just think about work hours or money. These personalized arrangements can be about how an individual does their work or when they are required to check in with their managers. 
  • Think subtraction—not just addition. Bosses should be open if an employee wants to drop tasks that aren’t mission critical, that someone else can do more easily or that interfere with career development.
  • Be transparent. Too many managers follow the policy of “don’t ask, don’t tell,” but secrecy undermines trust and fairness. Get the basic requirements for granting a special work request out front in conversations with employees and at group meetings. Read the full story.

Read More: Why managers should tailor more jobs to meet employees’ interests and goals 

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