If you feel like you're not getting new, thought-provoking feedback, advice, or mentorship, it might be time to pursue another form of job crafting, namely increasing social resources.

Social resources aren't always a given. So look outside your team, department, division, or company, to find the social resources to help you grow and develop.

Increase your challenging demands if you feel bored or uninterested in your work assignments.

Spend a small percentage of your time on challenging assignments that help you develop your skillset and stay relevant. It’s your job to be the best employee you can be and often requires you to create these opportunities yourself.

Another option is to sit in on projects you find exciting but aren’t formally part of your responsibilities. Most of the time, you will be asked to participate.

Job crafting can also mean decreasing stressful tasks or relationships.

• Start by keeping track of your work activities for a few weeks. For each task and relationship, evaluate the degree to which it is energy-depleting.
• Have conversations with colleagues or managers about re-negotiating your tasks or roles.

Job crafting can fix a person-job misfit, but it can't fix systemic issues such as misalignment with organizational values.

Job crafting might not always be well-received. It could force colleagues to change when they don't want to change.

Job crafters could be seen as low performers because they spend time on unassigned responsibilities.