It is inevitable that organisations will change, they must in order to remain relevant, competitive and to meet market demands. As a business evolves, the workforce will too. Some roles will become obsolete, and on the other hand, new roles will be created.
Supporting Change in the Workplace
When a business goes through change, the workforce can become unsettled, nervous and lose confidence. HR must instil confidence back into the workforce by supporting employees. That support comes in a manner of forms. Some employees will exit the organisation and will need support transitioning from the company to another. Other employees will remain in the workforce, perhaps in a slightly different role or in a new team. Leadership will need additional training to help increase engagement, on-board new employees into brand new roles and to create a new tranquillity within new setups.
Outplacement services will help support the employees exiting the organisation, providing career coaching, recognising skills and attributes and to potentially help with the transfer into new roles in new sectors, or identifying skills gaps and reskilling options.
The Value of Redeployment
When an employee is redeployed within the organisation, that is, they are offered an alternative role which could be completely new, within a different department or at a different level, again support is needed. Redeployment is often overlooked as a strategy and can be seen purely as a step in the redundancy process. However, creating a culture in which redeployment is a prominent option of workforce change can have huge benefits to the sustainability and growth of the company.
The value of redeployment in the workplace is large. By shifting the strategy to focus more on retaining talent by reskilling and moving the workforce around, the organisation saves money, reduces negative reputational costs and increases productivity, agility and creates a highly transferable skilled workforce ready to embrace change.
Implementing a Cultural Shift to Workforce Redeployment
Investing in technology that continuously tracks employee’s skills, aspirations, progress, and career goals is a sure-fire way to implement a successful redeployment strategy. A culture of continuous learning is important. Supplying employees with an LMS isn’t enough, motivation and empowerment to change is also important. To learn more about our redeployment programmes, contact us today here.