How Deconstructing Jobs Can Change Your Organization

Organizations are increasingly adopting job deconstruction, a method of work organization that matches employees' skills with tasks rather than assigning fixed roles. This approach is gaining traction due to the evolving nature of work, influenced by the post-pandemic landscape and ongoing technological changes. However, successfully implementing this model involves navigating several tensions: ensuring employee autonomy while maintaining control, fostering a sense of belonging while encouraging detachment from fixed roles, and balancing individual growth with organizational stability. Establishing safeguard measures prioritizing the human experience can help mitigate these challenges, ensuring the effective realization of job deconstruction's benefits.

Many organizations are experimenting with "job deconstruction," a transformative organizing principle where skills are dynamically matched with tasks, abandoning fixed roles.

This shift to job deconstruction addresses modern workplace challenges, but it introduces tensions that could alienate employees if not managed properly.

Read at Harvard Business Review