How to Restructure Employee Roles for Growth
Conditions at your organization can change, sometimes to the detriment of the performance of your employees. You and your employee may even decide that the role they are performing for you has changed as a result of the business climate, and their talents may not be the best suited for the role. There are many reasons why you might consider restructuring an employee's job role. Here are a few of the most common:
The employee is not performing at an exemplary level* in their current role. This could be due to a lack of skills, motivation, fit, or talent for the role, or the role itself, in some cases.
The company is changing its business model or strategy. This may require changes to the way work is done, which could mean that some employees need to be restructured into new roles.
The employee is interested in a new challenge or opportunity. If an employee is feeling stagnant in their current role, restructuring it could help them grow and develop.
The company is merging with or acquiring another company. This can lead to changes in the way work is organized, which may require some employees to be restructured into new roles.
The employee is being promoted or demoted. When an employee is promoted, they may need to take on new responsibilities that require a different role. When an employee is demoted, they may need to take on fewer responsibilities or a different type of work.
It is important to note that restructuring an employee's role should not be done lightly. It is a major change that can have a significant impact on the employee's work and career. It is important to carefully consider the reasons for the restructuring and to make sure that it is the best solution for the employee and the company.
Restructuring employee roles can be a delicate process. It is important to be clear about the goals of the restructuring and to communicate effectively with the employees involved. Here are some tips for conducting a proper restructuring of employee roles:
1. Start by defining the goals of the restructuring. What do you hope to achieve by restructuring the roles? Are you looking to improve efficiency, increase productivity, or develop new skills in your employees? Once you know the goals, you can start to develop a plan to achieve them.
2. Assess the current performance level of the employees involved, especially the metrics and standards used to evaluate success in the role. What are their strengths and weaknesses? What are they good at? What do they need to develop? This information will help you determine which roles are the best fit for each employee.
3. Communicate with the employees involved. Explain the reasons for the restructuring and how it will affect them. Be honest and transparent about the changes that are being made.
4. Be flexible and willing to compromise. Not all employees will be happy with the changes that are being made. Be prepared to listen to their concerns and to make adjustments as needed.
5. Provide training and development opportunities. Help your employees to develop the skills they need to succeed in their new roles. This could include providing them with training courses, mentoring opportunities, or job shadowing.
Once you’ve decided to restructure an employee's role, here are a few tips to help you in the process:
Talk to the employee about their goals and interests. What are they looking for in their career? What are their strengths and weaknesses?
Be clear about the reasons for the restructuring. Why is it necessary to make the change? What are the benefits for the employee, the team, and the company?
Work with the employee to develop a new role that is a good fit for them. This may involve changing their job title, responsibilities, or reporting relationships.
Provide the employee with training and support to help them succeed in their new role. This could include mentoring, coaching, or job shadowing.
Restructuring employee roles can be a challenging process, but it can be a valuable way to improve employee performance and growth. By following these tips, you can ensure that restructuring an employee's role is a positive experience for both the employee and the company.
If you would like to discuss our team's assistance in restructuring one or more roles within your organization, let’s talk.
*An exemplary performance level occurs when an employee consistently executes a task or responsibility at a level considered the best in his or her industry; Always significantly above the typical standards set by most organizations.
