I presented at the Philadelphia Knowledge Slam tonight on job satisfaction and Agile. It was a lot of fun! The hardest part was putting together a coherent presentation that fit within the strict 5 minute limit, with no slides allowed. There were 10 great presentations on a wide variety of topics: the songs of Robins, the latest innovations in genetic treatments for sickle cell disease, screenwriting, cultural myths and personal myths, baking, tips for networking, the mis-measuring of educational achievement, and more.

This was my first time going – Knowledge Slam is held the 3rd Wednesday of every month. Check out the Facebook page for more info.

Short clips of each presenter were recorded. Here’s mine, followed by my complete script.

About 4 years ago I read a book by Malcolm Gladwell called “Outliers: the Story of Success.” Buried in the middle of that book he wrote a few paragraphs that, for me, were the most important part of the story. He described the 3 things that make a job rewarding. The things that make you look forward to a day at work when you get up in the morning.

First is reward for effort – this means money of course, but it also means recognition. We want our boss and our co-workers to let us know we’re doing a good job.

Second is having challenging work – work that isn’t routine and boring, but isn’t so hard that it becomes frustrating. Work that’s in that sweet spot in between, where the work engages your skills and makes you feel that you are learning and growing.

So those first two are pretty straightforward. The third one is the most interesting to me: a rewarding job is one that gives you autonomy. You have a feeling of control over your work, and you feel that your actions and decisions are meaningful. You can make things happen without someone second-guessing you all the time. It’s the opposite of feeling like a cog in a machine.

This struck a chord with me because at the time I wasn’t really happy in my job. I create web sites and web applications for a living. I’ve been doing it since ancient times – the early 1990s – when the first web pages were painted on cave walls in bison blood. And I wasn’t alone in feeling this way. Job satisfaction surveys of Americans show that between half and three quarters of Americans are unhappy in their jobs. If you consider that we spend about half of our waking lives at work, that’s a depressing statistic.

So I decided it was time for a change, and I made a terrible, terrible decision – I went into management. I joined the ranks of the people who are ultimately responsible for all those unhappy workers. I figured, there must be a better way to do this. So I did my homework, and I started learning about this thing called Agile, with a capital A. It’s a way of managing work that originated in the software industry and has been spreading to other types of work. And it’s got a great name, who doesn’t want to be agile?

But I learned it’s more than just a buzzword. Learning and following Agile practices made me fall in love with my work all over again. I would need to talk for at least an hour to explain how it all works, but since I just have a few minutes, I’ll focus on the part that relates to this idea of autonomy. In a lot of workplaces, you have responsibility, and your boss has authority. You don’t have autonomy. Managers talk about being results-oriented, but most are really more focused on control. Since you don’t have autonomy, you may not be motivated to do great work, so you’re given more policies and procedures to follow. The end result is management gets work that meets a consistent but minimal level of quality, and you don’t get a whole lot of job satisfaction. The undercurrent here is a lack of trust.

So how does Agile fix this? First, it gets management’s focus where it should be: on results, not control. And it provides some new ways of measuring progress and results that don’t depend on micro-management. And second, it adjusts peoples’ roles, so you actually have authority over the things you are responsible for. It gives you autonomy. It’s really about training management to get out of the way for the day-to-day work, to foster a learning environment, and to step in only when help is needed. It means treating people like adults, and creating an environment of trust.

And when you have trust, great things can happen. People start working together and pooling their skills to solve problems. This happened recently at General Electric. They had a water heater that was made in China. Here in the US a team of engineers, factory line workers, even sales and marketing people, all got together and completely redesigned it. By pooling their skills and experience they came up with a new design that was so much less expensive to manufacture, GE moved the manufacturing for the water heater back to the US, creating jobs here, and lowered its retail price by $300.

At the end of the day, its not policies and procedures that get the credit for good work and great products, it’s enthusiastic and empowered people.