What Do I Need To Do If I Need To Change An Employee’s Job Role?
If handled correctly, changing an employee’s job role not only helps your business grow and adapt, but can used as a way to motivate and develop your staff, making your workforce more flexible. What’s key is how you decide to approach this task.
As an employer you will have the right to change a member of your staffs job role if you’ve previously added something into their contract that allows for change, like a flexibility clause, and the employee agrees with the change. In larger organisations it may also be necessary to run this past union representatives.
Check The Contract – Does It Allow For Change?
If you have added a flexibility or variation clause, your next steps should be made easier. Generally these clauses will detail what can be changed, any notice period for a change and in some cases the process that needs to be followed for any role changes.
If you find there is no clause covering changes to job roles, you can still move forward, but you should look to ensure you both agree to any job role changes before they go ahead. The last thing you’ll want is a formal complaint, staff working under protest or legal claims for breaking the conditions of their employment contract.
Ways To Gain Trust & Agreement To Role Changes
How you look to engage with your member of staff and obtain their agreement to the role change is key. It’s in your best interest to talk to your staff first, rather than simply dictate the changes that you feel must happen.
Look to explain the reasons behind making the changes to their role. If your staff understand the business reasons for the changes you are proposing, they are more likely to accept them and work with you to ensure the role changes are implemented correctly.
At this time, listen to any concerns they may raise. By showing that you are willing to listen and help resolve any concerns, you are far more likely to move forward smoothly. You never know, at this point they may surprise you by offering an alternative approach that works better for both of you.
When Changes Are Agreed
Changes can be agreed verbally or in writing, although the latter is a good way to prevent any misunderstandings and clearly state when changes should occur.
For significant changes you will also need to consider if updated employment terms & conditions are required. You should look to notify them in writing within a month of the change taking effect if this is the case.
Take time to plan for the changes to be implemented. You might want to consider impacts to other staff in the same team, any cross training requirements & when this training will work best for your business.
Any job descriptions or procedure documents may need to be updated and don’t forget this role change may also mean added responsibility or complexity in their role – look at ways to incentivise them for owning these changes.
Still need help with changing an employee’s job role?
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