Making Leadership Work – Improving Work Design

Welcome to Making Leadership Work – Improving Work Design, a podcast series that distills three decades of research into small, everyday actions leaders can use to improve work design and minimize psychosocial risks in their teams. This podcast is designed to help leaders, HR teams, and wellbeing champions balance unachievable job demands, improve lack of role clarity, navigate low job control, and address inadequate reward and recognition.

What can workplaces do practically to improve work design and minimize psychosocial risks in their teams? In this short podcast series, we share evidence-based tools and real-world examples of how leaders are finding small and effective ways to supercharge safety, wellbeing, and performance.


A never-ending to-do list with no breaks in sight, a lack of the right training and support, and long, irregular, and unpredictable working hours can leave people feeling anxious and overwhelmed. The risk of unachievable job demands can be hard to navigate, but what if a simple job demands journal made it easier to see and prioritize?

Episode #2 - Minimizing Lack of Role Clarity

When it comes to completing our work, we all want to do well. Succeeding, however, depends on us having a clear set of expectations and measurable outcomes that deliver value for our team, clients, and organization. Despite clear communication, the complex and dynamic nature of our work can result in a lack of role clarity, but could a dynamic job description template could deliver the flexibility we need?

Episode #3 - Improving Low Job Control

We all have certain tasks we dread at work. Unfortunately, doing well in our jobs often hinges on our ability to handle these mundane tasks as proficiently as the more interesting ones. Despite our best efforts to make work more engaging, low job control can make tasks more tedious than they need to be, but five simple job crafting questions give us more freedom?

Episode #4 - Addressing Inadequate Reward & Recognition

At our core, we all have the same basic psychological needs for respect, value, and appreciation. Yet, the diversity in how, when, and where we would like these needs to be met can make the task of ensuring adequate rewards and recognition challenging. But regular informal feedback and formal development reviews can make all the difference. Find out how.