Change of function
In a nutshell: What's it all about?
When there is a change of function, a person's area of responsibility changes or expands and may become significantly more complex. It is important to carefully prepare and plan the handover and takeover of tasks.
The development of employees within their existing function is desirable and expressly encouraged. It allows employees to expand their own skills and gain experience. At the same time, as a manager, you have the opportunity to utilise the strengths and skills in the team more profitably and prevent valuable expertise from being lost.
- Develop and promote your team members according to their skills and potential.
- Prepare your employees for the new function or task, if necessary by providing the relevant training and professional development.
- Inform everyone involved at an early stage and include the team and HR in the process.
- Ensure a good, trusting working environment in which your team members feel comfortable and motivated.
- Communicate clearly what you expect from the change of role and what objectives you want the person concerned to achieve.
- Support new employees during the onboarding phase at the minimum.
Self-reflection: Am I applying my social and leadership competencies effectively?
In short: 5 steps to success
Manager: empowers and develops employees, prepares them for their new function/role, involves the team and provides clear communication
Employee: actively participates in and develops activities so they can step into their new role quickly
HR: review of function level and salary based on the new job description in consultation with the manager
Leadership & Development: supports organisational and team development