What Constitutes Work?

According to Google, "work" refers to "activity involving mental or physical effort done to achieve a purpose or result." Let's explore this further.

The job landscape is vast. The O*NET database from the U.S. Department of Labor lists over 1,000 job titles. For instance, "Accountants and Auditors" is categorized as a single occupation, which oversimplifies the various roles within this field. As any Certified Public Accountant (CPA) would attest, there are numerous types and levels of accountants. For example, consider the distinction between entry-level accountants and firm partners, or between those who audit public versus private clients. This highlights the complexity inherent in defining jobs.

Who Should Care About Job Architecture?

If you earn a living or employ others, this topic is relevant to you.

Work Design

We've likely all been asked, "What do you want to be when you grow up?" Responses might range from whimsical aspirations like superheroes or YouTubers to practical professions like engineers or teachers. These responses are broadly generalized, much like the categorizations in O*NET. While such generalizations may suffice for choosing a college major or contemplating future careers, they fall short if you are responsible for a family or accountable to shareholders.

Whether you are a freelancer or the CEO of a large organization, defining your role is imperative. If you don’t establish clarity and specificity in your job, others will fill that gap. This goes beyond a simple job description or elevator pitch; it necessitates a comprehensive job architecture that incorporates your role—or, in the case of leaders, the roles within the organization.

As previously mentioned, work involves effort that yields results, with varying dimensions such as influence, independent judgment, and technical expertise. Some of these dimensions (like sales quotas) can be quantitatively measured, while others (like responsibility level) are more qualitative.

Why You Must Be Your Own Architect

If you fail to define your work, others will do it for you. Start by identifying the dimensions of your work and how they fit together to form a coherent structure. Without this understanding, you risk leaving it to others to determine your professional path.

Begin with an internal assessment. If there is ambiguity around your responsibilities and career trajectory, how can you logically pursue a promotion? For instance, if you are a Software Engineer I and there's no Software Engineer II position at your company, asking to leap to Chief Technology Officer may not be feasible. This might be possible in startups, but larger organizations typically require more structure.

Next, consider the external implications. Entrepreneurs or executives lacking clarity in their roles will struggle to effectively communicate their value to investors or customers. For example, a sales representative unsure of their product knowledge or pricing authority will be ineffective. Mid-sized companies lacking well-defined career paths risk overwhelming employees with multiple job functions, leading to burnout. In larger organizations or nonprofits, this issue is exacerbated.

Your competitors—whether other entrepreneurs or established firms—will define your value proposition if you cannot clearly articulate it. They may make unfounded assumptions about your business if you fail to express how your expertise defines your work. If you are a small entity without a clear assertion of your technical capabilities, you may be criticized for lacking scale. Conversely, if you are a large organization that hasn’t clarified how your divisional leaders possess the autonomy to make decisions, smaller competitors may label you as bureaucratic. Questions around compensation fairness can also arise if roles aren’t clearly defined.

Call to Action

Reflect on what defines your individual work and the collective work of your organization. If you lack a job architecture, document the dimensions of your work and describe them. Consider assigning proficiency levels to various responsibilities (e.g., lower points for following established procedures to higher points for strategic planning). While the specific details are important, the effort to systematically define your work is crucial.

Creating a job architecture may not be glamorous, but it is essential—just as one would never build a house without a blueprint.