Employee reassignment is a common method businesses use to strengthen productivity gaps or diffuse potential personnel conflicts. Small business management may move employees laterally to increase a worker's skills and create a more flexible team. Employees may seek reassignment if their current department has no opportunities for advancement. Reassignment doesn't require additional training, but many companies have a specific protocol they follow. Add this type of employee management to your arsenal and you'll have a creative, new way to manage your workforce.
1. Review the employee's resume to verify that he qualifies for reassignment. Reassignment should not require significant additional training or experience. If the resume doesn't include current education or experience, request an updated resume from the employee.
2. Meet with the employee's direct supervisor to discuss your decision to reassign a worker. Listen to the supervisor's concerns and allow him to ask questions. If the reassignment is at the employee's request, tell the supervisor, if he isn't already aware.
3. Tell the employee about your decision to reassign him. Explain why you've chosen this move and briefly relate what the changes mean. Give the employee a specific transfer date. This may be from seven days to a month.
4. Ask the supervisor to sign a "request for personnel action" and submit the signed document to human resources. This document may also require your signature. Allow the human resources department to process the request, verifying that all the position's requirements are met. Wait for approval before beginning the transfer.
5. Ask to meet with the employee's new supervisor. Explain why you've chosen to transfer the employee and what you hope to gain from the move. Give the new supervisor the date for the move so he may have time to prepare system access for the employee.
- Request for personnel action form
- You may have to involve the IT department in your reassignment meetings. This will be necessary if your small business limits employee computer access to specific departments.
- Some employees may be resistant to this type of change. Be prepared to overcome objections before meeting with the worker targeted for reassignment.
About the Author
As a former senior sales director with Mary Kay and the co-owner of a renovation company, Monica Patrick has firsthand knowledge of small business operations. Besides start ups, she has extensive skills in recruiting, selling, leadership, makeup artistry and skin care.
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