29th November, 2022

Job Crafting for Happiness

With Kirsten Armit, Dr Colin Lindsay, and Dr Daljit Hothi

Photo of Kirsten ArmitPhoto of Dr Colin LindsayPhoto of Dr Daljit Hothi

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On this episode

How do you feel about your job? Do you enjoy all aspects of your work? Do you sometimes wish you could make it better? The demands in healthcare make it almost impossible to remove the constant pressure surrounding the job. What follows risks burnout. But with the right combination of resources, support, and an innovative mindset, employees can craft jobs in ways that will make them feel happier at work.

In this panel discussion episode of You Are Not a Frog, we ask Kirsten Armit, Dr Colin Lindsay, and Dr Daljit Hothi at the FMLM International Healthcare Leadership Conference 2022 to speak about how to craft jobs to suit employees better. We discuss the evidence-based actions and changes you can take to fine-tune your job. Plus, we share simple actions organisations need to do to help others do the same.

If you want to find out what job crafting means, stay tuned to this episode and learn how it can help you feel more positive about your work!

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About the guests

Kirsten Armit photo

Kirsten Armit

Dr Colin Lindsay photo

Dr Colin Lindsay

Dr Daljit Hothi photo

Dr Daljit Hothi

Reasons to listen

  • Learn about the Job Demands-Resources Theory.
  • Discover how job crafting helps employees avoid burnout and feel better at work.
  • Find out how to craft jobs at an individual and systemic level.

Episode highlights


Job Demands-Resources Theory


What Work Engagement Means


The Impact of Investing in People’s Jobs


What is Job Crafting?


How to Implement Job Crafting


Job Crafting Supports Employee Well-Being and Productivity


How Leaders Can Help their Teams with Job Crafting


Job Crafting at a Systemic Level


What to Do When there are Limited Resources Available


Top Three Tips to Promote Job Crafting at Work

Episode transcript

Colin Lindsay: My argument would be the only way you will stimulate those feelings of engagement and people, and therefore mitigate the risk of exhaustion. The only way to do it is to invest in people’s jobs. There is no communication strategy or vision statement that is going to elicit feelings of vigour, absorption and dedication. Investing in people’s jobs, resources, and mitigating the demands that they have in their day to day work might well produce those feelings of engagement, and that’s good for everyone. Rachel Morris: How do you feel about your job? Do you enjoy your work?…

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