How to Reassign an Employee

As a business owner, manager, or human resources professional, it’s sometimes necessary to reassign an employee or employees to strengthen productivity gaps, increase morale, or diffuse potential personnel conflicts.

As a business manager—especially in a smaller company—it may be beneficial to move employees laterally to increase a worker’s skills and create a more flexible team. Or, an employee may seek reassignment if their current department doesn’t have opportunities for advancement.

Reassigning an employee doesn’t call for special training on your part, but there are definitely best practices to follow to ensure success. Here are some essential steps to keep in mind:

You may be thinking about reassigning an employee, but before you do anything, review their resume to ensure they have the right background and skill set without needing a lot of added training. If their background doesn’t include current education or experience, request an updated resume from the employee.

  • If you’re a business executive or HR manager, meet with the employee’s current supervisor to discuss the decision to reassign the worker. Listen to any concerns they may have and allow for questions. It will also be important to sit down with the employees’ new supervisor, lay out the reasons for the reassignment, and get any feedback from them. Give the new supervisor the date for the move so they can prepare for the employee. It’s essential that all parties are in the loop and on the same page before a reassignment happens.
  • Meet with the employee to discuss the reassignment plan. If the request did not come from them, explain why the move is planned and discuss what the changes mean. Be positive and clear. If there are any performance issues, address them. If an employee requested reassignment, discuss why you agreed to the move and your expectations going forward. In either case, give the employee a specific transfer date. It’s important to note that some employees may be resistant to change. Be prepared to overcome objections before meeting with the worker you’ve targeted for reassignment.
  • Be positive when addressing the reassignment. As a manager or HR professional, your job is to help the employee understand what the new position encompasses and how they can succeed. Letting the employee know they will be supported will make the transition easier. Be clear that they can talk to you if they need help or have concerns.
  • Ask the employee’s current supervisor to submit a signed document to HR. Ensure that the human resources department has all of the information needed to process the request, including date of reassignment, changes in pay rate, etc. You, and/or HR should complete a reassignment letter and provide it to the employee for signature. Wait until all steps are completed by human resources before beginning the transfer.

Conclusion

A successful job reassignment begins with proper communication. As a manager, you should provide the employee with all the information they need to succeed. Explain such things as the daily tasks for the new position, who they’ll be working with, and your expectations. Getting off on the right foot is essential – and the clearer you are about the reassignment, the better it will be for all concerned.

Lanmark Staffing has over 40 years of combined experience in human resources, recruiting, temporary placement, sales and management, and temp-to-hire services. Our team of local and experienced professionals can help you meet your hiring needs quickly and effectively.

 

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