How Job Seekers And Organizations Handle Personalized Work Experience

How Job Seekers And Organizations Handle Personalized Work Experience

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Years ago, I interviewed Dr. Olin Oedekoven, CEO of Peregrine, who told me he would hire great people first, then build jobs around them based on what they were good at and what they liked doing. At the time, that sounded very idealistic. Most companies hired to fill a list of tasks. But now, more organizations are starting to think differently. People want more say in their job responsibilities. I’ve talked to many CHROs who told me job candidates are walking in with a list of requests before they even get an offer. That is a big change in the hiring process and sounds gutsy coming from the way things used to be. I get it, though, from both sides. I would have loved to shape my past roles around what energized me. But I also know it’s not simple. Companies have budgets and responsibilities to meet. They can’t say yes to everything. That’s why job seekers and companies both need to be clear and realistic about what personalized work looks like and how to make it possible. Some companies are already using technology to make it easier to shape roles around people instead of forcing people into roles.

What Do Employees Expect When It Comes To Personalized Work?

Today’s job candidates are asking more questions. They want to know if the company offers flexibility, how much technology is used, and whether the job can grow with them. Some even ask if their role can shift as their skills develop.

That doesn’t mean people expect a perfect job. Most understand they’ll have tasks that are routine or not exciting. But they still want to use their best skills and feel like their work matters. That might mean changing responsibilities or getting involved with different teams. The old days of one-size-fits-all job descriptions are fading.

Are Companies Offering Personalized Work Or Just Repackaging Old Jobs?

Some companies say they’re offering personalization, but what they’re really doing is offering remote work or flexible hours. That’s helpful, but it’s not the same as shaping a role around a person’s strengths.

Some companies are getting creative. It can be something as simple as allowing employees to spend 10% of their week exploring new functions or using AI to suggest project-based roles that match skills and career interests.

Still, there are limits. If a company has hundreds or thousands of employees, full customization isn’t always possible. Some roles have strict rules for safety, legal, or operational reasons. But these conversations are happening earlier. Employees are asking for flexibility up front, and smart companies are listening before people burn out or leave.

How Is Technology Enabling Personalized Work Experiences?

Technology is helping, especially AI tools that focus on outcomes instead of how much time someone spends at a desk. Managers are starting to care more about results, which opens up new ways of working.

There are multiple ways organizations tackle this challenge. Walmart uses a tool called Ask Sam. It’s a voice assistant that helps employees get answers to work questions quickly. Workday uses software that suggests training based on what someone has done and what they might want to do next. Salesforce built an internal system that helps employees explore new paths within the company. It looks at strengths and interests to suggest possible career moves. Other tools like Gloat and Eightfold help companies match employees to internal projects or jobs based on their skills.

These tools make it easier to personalize work, but they don’t replace conversations. Just because a system says someone is a good match for a project doesn’t mean they want it. Managers still need to ask and listen.

What Should Job Seekers Know About Personalized Work?

If you’re asking for a personalized work experience, start by being clear about what you need. What kind of work energizes you? Do you prefer structure or flexibility? What kind of feedback helps you grow?

It’s common to hear people ask for autonomy, but then feel lost without guidance. Or they ask for variety, but end up craving consistency. That’s why it’s important to really know what helps you do your best work. The more specific you are, the easier it is for a manager to support you.

You can also ask the right questions in an interview. Ask how often people move into different roles, or how managers support development. Look for signs that the company is open to people growing in new directions.

If you’re already in a role that doesn’t fit, speak up before walking away. I’ve seen people create new roles just by sharing what they were interested in and how they wanted to grow.

What’s Most Important For Personalized Work?

More people want personalized work that fits their desires. More companies are open to that idea. But it still takes work on both sides. Companies that wait to offer flexibility may lose people to organizations that offer it sooner. And employees who want jobs shaped around them need to bring clear ideas and be willing to adjust along the way. Personalizing work doesn’t mean rewriting every job. Sometimes it means giving people more say in how they spend their time or what they work toward next. When both sides are open and honest, it becomes easier to build roles that make both sides happy.