Revenue per Employee

Work design shapes employee performance and wellbeing through the specific choices made about what tasks a role contains, how much autonomy the role holder has over their approach, how much variety exists in the work, how direct the feedback is from the work itself, and how visible the connection is between the individual's contribution and a meaningful outcome. Research on work design consistently shows that autonomy and task significance are the two most powerful drivers of intrinsic motivation. Roles that score low on both, regardless of compensation or other benefits, produce chronically disengaged employees who are present but not motivated, costing organizations the discretionary effort that high-engagement roles generate.