Designing work to optimise performance. Part 3

Right person, right role

May 07, 2026

In my introductory post on this topic, I wrote:

I have found that optimising performance is often a function of design, not pure effort. When you change the conditions around the work, you unlock significant gains in productivity, well-being, and business outcomes.

You will notice in the above graphic that one of the design conditions that creates individual work enjoyment and thus, people’s corresponding performance is that of Job Role design.

I have consulted with many companies where I have found a person to be partially or fully unsuitable for their current role.

Some examples to get you thinking about your people and the work they do…

A woman had a split role between reception and admin. Customers loved her, but the admin team were pissed off with her. An ability for detail was lacking. We moved her into a more people-oriented role. She was happy; the admin team…extremely happy.
Another woman working in a back-of-house role was positively vivacious. I suggested we give her a go at front-of-house sales. She doubled the company’s sales the following year and never looked back.
A business manager had been struggling in his role since being promoted. We moved him back to his previous role. The happiest demotion ever.
I worked with a business owner to redesign his job description according to what he was passionate about—business development and tendering. The company went from strength to strength.

While significant shifts can be gained through training and coaching, we also need to consider: Is this person the right fit for the role, and if not, where should they be or how can we redesign their role so they can flourish? For if they are flourishing, their performance will be greater, which flows through to organisational results.

Your homework. Who in your team isn’t flourishing? Is it due to a skills issue, a role issue, a more personal situation or something else? Then, what can you do to move the needle?

Getting this right can be a tricky process. If you could do with some help, feel free to reach out.

Ray

Rayism of the week: Sometimes the biggest performance shift comes not from developing the person, but redesigning the work.

Mindful Motivation

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