Second, design jobs whenever possible so that an employee does a total job, e.g., all aspects of calf raising as contrasted with just feeding or a milker position that includes more responsibilities than just milking. Even such a simple task as repairing gates may be more satisfying if one person has the responsibility to do everything including determining what parts are needed, buying parts, taking the gate apart, replacing parts, reassembling and testing to be sure everything is in order. Third, design jobs so that the employee understands the significance of his or her job to the farm. The person should have answers to these kinds of basic questions. Fourth, design jobs so that each employee has responsibility, challenge, freedom and the opportunity to be creative.
Delegation can be a powerful tool for improving a job.
You can do the job however you want as long as you get results. Such words, such delegation, such responsibility can have positive impacts on employees. Finally, make feedback a part of job design. Well-designed jobs anticipate the need for communication. Most employees want to know what is expected of them in the job, how they are doing, how they can improve, what latitude they have in changing how they do their tasks, what should be discussed with a supervisor and when the discussion should occur.