Managing the human impact of change is often difficult for managers in any organisation. Often we see organisations make restructuring decisions where the financial outcome outweighs all other associated issues including the employees affected. As a result, employee skills and experience become an unintended casualty of the change. But does it really need to be like this?
Redeployment programs provide opportunities for employees elsewhere in the organisation, and most importantly from a managerial perspective, allow organisations to retain the existing skills and experience within the company. However, the challenge for many organisations is:
- The ability to provide visibility of opportunities to the employees affected by change.
- The effected employee’s ability to effectively network and market their skills across the organisation, within a limited timeframe.
So how can these impediments be overcome? And what is the cost to an organisation if existing talent and experience walk out the door, purely as a result of a poorly managed redundancy program?
At Choice, we have worked with many organisations struggling with redeployment, and our experience tells us that effective redeployment programs have the following characteristics:
|Redeployment action||Why is it important?|
|Leadership and commitment||Successful redeployment programs are driven by strong leadership and commitment to the process.|
|Employees understand the process||Employees need to understand how the process operates and have the confidence it will support them during the period of transition.|
|A redeployment process which is well understood and consistently applied by the organisation||The process needs to be consistently applied across the whole organisation.|
|One to one delivery model||Every person undertaking transition has different needs and is seeking to achieve different goals. Engagement models should be flexible enough to effectively accommodate the diversity and issues of the employee population.|
|Independent, objective and professional career and financial advice||Employees will find it easier to have transition discussions with someone they regard as independent and objective who is not a line manager and they feel has their best interests at heart.|
|Practical and timely support with relevant tools which employees can readily implement and use||Delivery of assistance must be timely (i.e. the individual can use it) and most of all practical. Having relevant and contemporary support tools (i.e. program manual and online materials) will also complement the one to one support sessions.|
|Robust and accurate data collection and reporting system||It is important to measure and report upon redeployment outcomes. Using evidence based data to make decisions ensures leaders make the right decisions for the business and assists Transition business leaders to justify the investment in the process.|
|Building successful recruitment networks across the organisation||For redeployment programs to be successful it is incumbent upon the business to be accepting of redeployees as valuable recruits.|
|A proactive marketing program||It is important to communicate to all managers the business benefit to be gained by recruiting a redeployee. Broadcasting of successful outcomes will assist in this promotion.|
|High visibility of available internal roles written in ‘plain English’ where all applicants are given a fair chance to be considered||For redeployment programs to be successful it is important for the redeployee to feel they have a fair possibility of successfully applying for internal roles. Job descriptions should be written in ‘plain English’ and should provide sufficient information about the requirements of the role to enable the redeployee to confidently assess whether they will or won’t apply for the role.|
Many HR leaders are acknowledging the strategic value in redeployment, and it is becoming an increasingly important way to manage the human impact of change. However, the method of redeploying talent from one position to another, requires careful planning and execution in order to succeed, and consulting career transition professionals in this process ensures an effective outcome.
If you are interested in exploring further ways to manage redeployment effectively in your own organisation – or change in general – please contact us for more information.