Switching employee to a new role
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jenmax4real
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| As a Manager, there's difficult decisions that we have to make and unfortunately I have to tell somebody they moving to a new role . How do you tell somebody that they are being replaced with new leadership and we need for them to train their replacement? Just FYI the person being replaced is not getting fired. We just feel that they were be a better fit for another role. They keep their same salary, work in the same office, but will not be leading the team. |
Anonymous
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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). |
jenmax4real
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Thank you!!! |
Anonymous
| Honestly I think you should give the person a small raise. |
Anonymous
| Also be prepared for that person to most likely leave the company too. Because no matter what, they’ll think you lost confidence in their abilities and see the writing on the wall. |
Anonymous
| That’s bullshit, if she can’t do the job then manage her out. But don’t play god and assume you know what’s best for her. |
jenmax4real
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Anonymous
+1 And don't expect them to be too engaged in training their replacement. I would be doing the bare min. |
Anonymous
I am not a passive-aggressive person. However, if my manager asked me to train my replacement, I would train them in the most passive-aggressive way I could find. It's offensive to tell the employee essentially they aren't good enough for the job, but are good enough to train the person who is taking their job. Super tone deaf, and I would sabotage the hell out of the company and replacement. |
Anonymous
Yep and my resume would be on so many job boards the same day I found out I was going to train my replacement. |
Anonymous
| Being the leader is sometimes overrated. If I could retain my title and salary, I’d stay. I’d want an assurance of job safety and a clearly defined role. I’d appreciate remaining part of the overall senior staff. |
Anonymous
| I’d nod my head and then leave the second I found a new job. |
Anonymous
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It would depend on the "new" position and how much I felt that it was really an improvement (for ex: have you gotten indications that the employee likes the subject-matter work more than the managerial / admin work? Has employee asked for a change?)
I've nearly BTDT as the employee and I can assure you that I was looking for other jobs and meeting with a financial planner/retirement counselor within 24 hours. Tread carefully if you want a good outcome, and think hard about how you will respond to a rapid departure or an employee who mentally checks out. |
Anonymous
| All your employees are going to witness this and your best ones will be looking to get out asap. |
Anonymous
Not if they hated having this person as a supervisor. Some people might be relieved at this change. |