Chapter 7
How to Tweak Your Job
Have you ever felt so stressed or unhappy at work that you thought you needed to do something extreme to fix the situation, like quit your job, travel the world, pursue very early retirement, or all of the above? Been there, done that. Whenever I used to have a bad week at work, I'd be quick to think about making a major change. Drastic times call for drastic measures, right?
Over the years, what I've come to realize is that the solution to remedy non-ideal work situations doesn't have to be severe at all. Many times, small changes in your role can significantly improve how you feel about your job and your overall quality of life.
Tweaking your current job may be easier than you think and generally involves less risk, less time, and a lower upfront monetary investment than other strategies, which is why I recommend using this strategy as a first step. Cara Brennan Allamano, Senior Vice President of Human Resources at Udemy, says, “No matter what role you're in, own your performance and how you can impact the business.”
What Do You Mean By “Tweak”?
When you began your current job, you probably inherited a job description that included an outline of your responsibilities. These tasks were likely assigned based on what a prior employee did in your role. While your initial job description is a fine place to start – especially while you're still getting up to speed in a new role and company – it can and should change over the duration of your employment. New skill sets are often needed as businesses and industries evolve and innovate. Your role should also reflect your strengths and interests, which may differ from those of your predecessor.
That's where job tweaking comes in. Think of this process as less about trying to shirk or avoid certain tasks, and more about better matching your job responsibilities with your strengths. Job tweaking could include transitioning some tasks to others, taking on new responsibilities, or changing the timing of certain day-to-day work.
Dr. Amy Wrzesniewski of Yale University, Dr. Jane Dutton of the University of Michigan, and Dr. Justin Berg of Stanford University have conducted numerous studies on tweaking your job, or what they call “job crafting.”1 Their research subjects have included employees of varying occupations, at different levels, and in organizations ranging from Fortune 500 companies to small nonprofits. What they found is that employees who try tweaking their jobs “often end up more engaged and satisfied with their work lives, achieving higher levels of performance in their organizations, and report greater personal resilience.”
Table 7.1 provides a number of common situations where job tweaking may be beneficial.
Getting Started
While the prospect of tweaking your job or asking your manager if you can adjust your role may sound scary, it doesn't have to be. Brennan Allamano notes, “Jobs are being tweaked constantly, whether or not managers or companies are endorsing or directing that process.” That being said, it probably doesn't make sense to start tweaking your role from day one in your job. Your attempt to tweak your job is much more likely to succeed if you've been in your role for some time and have clearly demonstrated value to your team and company.
Table 7.1 Situations Where a Job Tweak Could Help.
| Situation | Potential Tweaks |
| Your responsibilities don't align with your skills and interests. |
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| You feel like you are micromanaged, lack much decision-making power, and are just completing someone else's to-do list. |
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| You lack direction about how you can be effective in your role. |
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| You aren't gaining the exposure or new skills you need that could help you eventually transition to other internal or external roles. |
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| You feel burned out and/or guilty about taking time off. |
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| You receive a lot of reactive and last-minute requests, even on nights and weekends. |
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| You believe you are being underpaid and/or are being promoted slower than others with similar experience and a similar performance history. |
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So how do you get started? Here is a recommended roadmap, based on my personal experiences and those of others.
Step 1: Think of Solutions, Not Just Problems
Your manager probably has a lot on their plate already. They'll likely be less receptive to your request if you come to them complaining about your current responsibilities, because they may feel like you are simply creating more work for them. On the other hand, if you identify concrete changes that could improve your situation or better yet, additional ways you can add value, your manager may feel less overwhelmed by the need to come up with a solution – which will likely make them more amenable to helping you achieve your goals.
Fran Hauser, former President of Digital at Time, Inc. and author of The Myth of the Nice Girl, suggests identifying organizational gaps and ways you can make your boss's life easier to come up with possible solutions. This approach helped Hauser gain responsibility quickly and accelerate her career trajectory. And as a boss, she appreciated it when her reports came to her to volunteer for a specific task.
“I was always so grateful anytime one of my team members proactively offered to take a first stab at a report or presentation I had to do,” she says. “Often times, it led to them being included in the meeting where the report was being presented, and in the process, gaining valuable exposure and knowledge.”
Step 2: Think Win-Win
As you craft solutions for tweaking your current role, think about how you can make any change a win-win solution for both you and the organization.
“Determine what you want and why, come up with a game plan with how you're going to get it that relates to the business goals, and then work backwards from there. If you have a well thought out strategy that shows what's good for the business and you, that makes it hard for your manager to say no,” says Lauren McGoodwin, founder of Career Contessa.
Step 3: Present Your Case to Your Manager
Once you've come up with concrete proposals that will be a win-win for everyone in the organization, set up a meeting with your manager to discuss your ideas. The discussion doesn't need to be anything formal, but do keep in mind your manager's preferences and communication style. Blair Decembrele, Director of Global Marketing Communications and Career Expert at LinkedIn, says, “Consider how your manager best processes information, and how they measure success. If they're data-driven, consider including some research and performance metrics with your case. If your manager is more subjective, you may want to paint the picture by sharing your contributions and workplace performance.”
Never threaten to leave your job if your request can't be met (even if that might be your intention). Instead, keep the tone positive and goal-oriented.
How Others Made It Happen
Megan's Story
Megan joined a top technology company as a sales analyst a year ago, and finally feels like she has a decent understanding of her role, and does it well.
However, there are some blurry areas that have become a pain point for her. In particular, Megan frequently receives requests from other teams that may not be her responsibility. Because she is still relatively new, Megan has been taking on these requests in an effort to build a strong reputation. However, the additional work is preventing Megan from being able to focus on her main projects, causing her to finish her own work at night and on weekends. Megan is stressed about how to manage everything and keep it together.
At the encouragement of her friends, Megan decides to bring up the situation with her manager. Megan asks her manager whether they can work with other teams to develop clearer swim lanes. Megan's manager thinks that is a great idea, and arranges a meeting with other managers to clarify everyone's responsibilities. Megan is invited to attend the meeting, and shares several suggestions for how to manage and reroute requests across teams.
As a result of the meeting, Megan feels empowered to assign misdirected ad hoc requests she receives to the proper team, allowing her to focus on her core responsibilities. She no longer has to work on nights and weekends, and feels much less stressed. Because of her role in the managers' meeting, Megan has expanded her network among senior-level colleagues.
Rick's Story
Rick has worked at a leading social media platform for five years as an advertising salesperson. His main role is to work with advertisers to secure advertising space on his employer's website. A natural people person, Rick is often wining and dining clients when not wowing them with beautiful presentations.
While Rick really enjoys his job and his company, he's ready to shift to more strategic work. The problem is, most of the internal job board listings require Excel and project management skills that he lacks.
After doing some research online, Rick finds a weeklong Excel bootcamp he can participate in. Although the program typically targets investment bankers, he decides to enroll anyhow. The course helps reinforce Rick's desire to change roles. While he's still in the process of landing a new role, he feels much more qualified to be able to apply for internal strategy positions now that he's taken the Excel course.
Jen's Story
Jen has worked at a Fortune 500 company for four years as a financial analyst. She thinks her job is interesting and really likes her colleagues, but she often feels overwhelmed and anxious. Jen finds herself working on most nights and weekends, unlike most of her co-workers.
After meeting with a career coach and separately with a therapist, Jen realizes her demanding schedule may be self-inflicted. She feels that she has to constantly prove herself or else she may not be valuable to the company.
Upon coming to this realization, Jen starts to institute new habits to promote mindfulness and well-being, including 1) not checking her work email after 8 p.m. on weekdays and throughout the weekend, 2) not working on weeknights or weekends unless it's absolutely necessary, 3) beginning to meditate, 4) eating healthier, and 5) checking her email less throughout the workday. While she's only been doing this for two months, she can already feel a weight lifted off her shoulders.
Jamie's Story
Jamie, a marketing specialist at a leading credit card company, has consistently received excellent reviews and ratings for the past four years without being promoted. She feels demoralized and confused about what else she can do to advance, especially because other colleagues in her role who joined the company at the same time as her have received promotions.
At the advice of a career mentor, Jamie decides to meet with her manager to discuss the promotion process. She explains that being promoted is an important growth milestone for her, and asks what else she needs to do to advance to the next level. Her boss, who is still a relatively new manager, tells Jamie she'll schedule a follow-up meeting to discuss next steps after speaking with senior management.
In the follow-up meeting, Jamie's manager tells her that senior management feels she needs to show more leadership qualities to get promoted. As a result, Jamie and her manager develop a plan for how she can develop her leadership skills by initiating and overseeing new projects that will expose her to senior leaders. They also set up a recurring monthly meeting to discuss and track Jamie's progress.
As a result of this action plan, Jamie receives a promotion at the end of the year. She feels much more valued, and is now consistently assigned to the most high-profile projects.
Your Turn
Refer back to the job analysis table you completed in Chapter 3 and pay close attention to the obstacles you identified. What actions could you take to “tweak” your role and gradually eliminate them? You can use Table 7.2 to gather your thoughts (the table is also available as a template at www.workyourmoneybook.com).
When Is a Job Tweak Not Enough?
This chapter focused on strategies that can help you identify ways to tweak your role, so that you can gain increased job satisfaction based on the preferences you identified. But sometimes, a job tweak simply doesn't cut it.
For example, if you feel generally satisfied with your job, but are less excited about your industry and day-to-day responsibilities, you may choose not only to tweak your current job but also to add another role. Or if your job has more fundamental issues, you may want to change it up entirely.
Table 7.2 Brainstorming Ways to Tweak Your Job.
| Work Factor | Translation | Obstacles | Potential Ways to Eliminate Obstacles |
| 1. Are You Getting Value? | Do you like what you do on a day-to-day basis? | ||
| 2. Are You Adding Value? | Do you feel you're able to make an impact in your job? | ||
| 3. Are You Increasing Your Value in the Market? | Does your current role expand or decrease your future job options? | ||
| 4. Does Your Role Align with Your Values? | Do your office environment, work schedule flexibility, and employee benefits improve your overall quality of life? | ||
| 5. Do You Feel Valued? | Do you feel like you are being fairly rewarded through pay, promotions, and work responsibilities? |
In the next chapter, we'll dive into how to supplement your current role with another job to help fulfill unmet job needs, explore potential career paths, or both.
Note
- 1. Amy Wrzesniewski, Justin M. Berg, and Jane E. Dutton, “Turn the Job You Have into the Job You Want,” Harvard Business Review, June 2010,
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