While 'job deconstruction', a flexible work model matching skills to projects, offers potential benefits, companies must address three key tensions: balancing autonomy and control, detachment and belonging, and growth and stability. Prioritizing the employee experience through guardrails can mitigate negative effects and unlock the full potential of this approach.
Matching employees’ skills with specific projects, rather than confining them to fixed roles, can help unleash people’s talents. But companies need to deal with three tensions to make it work.
Many organizations are experimenting with “job deconstruction,” a new way of organizing work where employees’ skills are dynamically matched with specific tasks or projects rather than through fixed roles. While this is a potentially transformative organizing principle for enhancing talent deployment across organizations, its implementation is not without challenges.
Job Deconstruction Workplace Flexibility Talent Management Employee Experience Organizational Transformation
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