Posted in:Talent Management
As your organization looks ahead to a new year, it is a good idea to review the organization of your company’s most important asset – its people.
Roles within the Company
The end of the year is a good opportunity to review the roles within the company. If your organization is on the larger side, take some time to speak to departmental managers about roles and workloads. Ideally, it is best to ensure a balance - one where employees are neither overworked, struggling under mounting duties, or underworked and watching the minutes tick by.
If it is identified that there are gaps present which could be better served by creating additional positions or consolidating existing ones, now is the time to begin formulating what those positions might look like. It is also a good opportunity to begin budgeting for any additional team members you may need in the following year. Combine your critical thinking and strategic planning with a close look at your financial data, labour cost information, and internal reports. You took time to create those reporting tools, so be sure to use them to help you map a path forward.
On a more granular level, it is also a good idea to review job descriptions. Companies of all sizes often find that roles evolve over time, in step with company needs and/or to take advantage of the particular skill sets of the individuals in each role. Changing business requirements and advances in technology often result in employees taking on additional or revised duties; it is always good practice to ensure their written job description accurately reflects the work performed. Also, keep in mind that a job description has many more uses than recruitment. Oftentimes it can also be used for skills analysis, professional development planning, performance management, and return-to-work planning.
Along with reviewing roles and job descriptions, it is good to take a fresh look at reporting relationships. These relationships may need to change over time, moving employees under a manager in another area, or a new manager within the same team if jobs have changed significantly. Understand that a change in reporting relationships can take some adjustment for managers and direct reports alike, and be sure to support them during any organizational changes. Alongside an evaluation of reporting relationships, take the time to consider communication channels and team collaboration requirements.
More importantly, if you update any policies or employment conditions you should provide appropriate notice of the change based on the relevant regulatory requirements. As well, if there are changes to employment terms they should be captured in a contractual document. Please do keep in mind the risks of constructive dismissal where you open yourself up to legal challenges. Employers have a lot of power to impact the lives of their employees, but employees have an ample amount of protections in place. Be aware and do not violate them, especially as the upcoming cohort of employees are much more informed and vocal with strong expectations of what the working relationship between themselves and their employer.
Here to Help
Would you like more information on workforce planning and how to facilitate organizational change? We can be reached for a free confidential consultation at +1-403-470-5350 or [email protected].
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