Switching employee to a new role

[Anonymous]

Anonymous wrote:I’d nod my head and then leave the second I found a new job.

I did this - left for new job - and now I get to watch the dumpster fire at my previous place of employment and gloat. My replacement is in over their heads and my former boss will have to answer for the failure.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’d nod my head and then leave the second I found a new job.

I did this - left for new job - and now I get to watch the dumpster fire at my previous place of employment and gloat. My replacement is in over their heads and my former boss will have to answer for the failure.

I don't see what the big deal is. The employee still has a job, still getting paid the same amount of money, and still working with the same team. Moves like this only happens due to poor performance or the person doesn't have the right skillset for the position. With my company, certain positions requires a certification and/or a degree. We hire employees who walk through the door with Neither. However, in the contract they accept the job under the condition that they will get a certification within 6 months or enroll in college courses to obtain a degree

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’d nod my head and then leave the second I found a new job.

I did this - left for new job - and now I get to watch the dumpster fire at my previous place of employment and gloat. My replacement is in over their heads and my former boss will have to answer for the failure.

[b]I don't see what the big deal is. The employee still has a job, still getting paid the same amount of money, and still working with the same team. Moves like this only happens due to poor performance or the person doesn't have the right skillset for the position.[\b] With my company, certain positions requires a certification and/or a degree. We hire employees who walk through the door with Neither. However, in the contract they accept the job under the condition that they will get a certification within 6 months or enroll in college courses to obtain a degree

Maybe, maybe not. Even if it's for poor performance in that job, unless it's a welcome shift for the employee, manager has to be prepared for the employee to walk or disengage. Also as other PPs note, manager has to consider how it will look to others. If it's clear that the person was doing a bad job, fine--other staff will see the move as positive. But if it's not clear, or if the person is widely perceived as doing a good job, then expect other departures and disengagement. Ask me how I know.

[Anonymous]

You don't ask them to train the new person. You train them yourself.

[Anonymous]

Anonymous wrote:You don't ask them to train the new person. You train them yourself.

It sounds like OP has been directed to do this. Which is why OP doesn't know how to execute what they've been directed to do. To the OP, I wouldn't mention the word "train", but instead I would say "pass on information such as documentations, meeting calendars etc. I"m also assuming the new role that's being offered coincides with the employees skillset, so I would say "their is a need for a baker and based on your past experience I would like to offer you a position as Head Baker....
I wouldn't worry so much about other leaving. People are always looking for a job and sometimes a new beginning is good..

[Anonymous]

Anonymous wrote:I would be up front, but lead with the new opportunity for them, not the fact that they are being replaced. "Larla, I really appreciate your contributions to this project. We have a need for someone to really focus on this particular area, and I think it will be great match for your skills - and hopefully your interest! We are going to start a transition so that you can run that aspect of the operation. Jane will be coming in to backfill your current tasks, I'd like for you to work with her over the next couple of weeks to get her up to speed. We'll make your new role effective on the 15th. Let me know what support you need during the transition."

How she takes it will depend on her personality, and on how much the change looks like a demotion. If it's going from a leadership role to an individual contributor role, be prepared to emphasize that salary etc are not changing. Also be prepared to discuss what she should focus on if she has ambitions to get back into another leadership role (i.e. why she's being moved out).

I'm half and half on this. If you're removing the employee for performance reasons then they deserve to know what those are. Don't sugarcoat this.

This happened to me over 20 years ago. I was "offered" the choice of staying in my group (I was not management) or transferring where they thought i would be a better fit. I was clearly told I was not meeting his expectations and they thought I would thrive elsewhere. And I did.

While it was a very hard thing to go through it was also eye-opening for me.