7 Things to Consider When Your Employee Asks to Move Teams

7 Things to Consider When Your Employee Asks to Move Teams

It has become a very common occurrence, now days for employees to move to different teams. Perhaps it’s the saturation of working in one team and the lack of potential for growth that is driving workers to switch their departments. This rotation of workers to new teams comes with its own set of challenges. It cannot, be called a simple task. Most often the managers bear the brunt of deciding whether it is a good move or not for organisational success. Through this article we will be suggesting 7 points, which you as a manager need to keep in mind while dealing with employees who want to switch teams.

  1. Ensure that you pay attention to the efforts that are put in: as a manager it is imperative that you know how your employee is. Whether he is the hard worker or the one who makes cuts every now and then while performing tasks. It is essential to be aware if they are working to their maximum potential and are bringing out their best. If they are unable to do so, perhaps it is time to switch them to a different department where they may excel and shine out. If this is the case, then transferring them to a different team is most appropriate move that can be made. In case the worker has already approached the HR then it could be a generic complaint or he or she may just not be happy with the department that has been allocated to them.  Consequently it is suggested to spend time counselling the individual on taking up training programs to enhance their skills and perform better.
  2. Get to the crux of the matter: most often, the reason for switching teams comes with a solution. As a manager when an individual approaches you to change their teams you need to understand the root of the problem. It could be an issue with the team leader, conflicts with fellow team members or even communication gaps. Ensure that the reason for transfer is legitimate and is not just being asked for on a whim. Employees tend to prefer a lighter work environment where they do not mind putting in extra hours and give their best.
  3. Consult with their team members: communication has a pivotal role to play, when it comes to working as a cohesive unit in an organisation. Sometimes there could be some communication gaps that cause team members to enter into conflict thus resulting in most of them wanting to change their departments. Occurrence of such a situation, demands that all the peers are confronted and the reason for the change is obtained. This will help you to analyse the circumstance in which the transfer was asked for. Measure the pros and the cons; ask yourself whether the individual would be a liability or an asset for the team, would he bring a new energy to the group or would he prove to be detrimental to the success of the organisation. If the suggestions that have been mentioned above seem to be appropriate it is suggested that the individual undergoes an induction process yet again.
  4. Evaluation of the employees: it is the main responsibility of the HR department to conduct a periodical evaluation of all its workers. The strengths that each of the employees have along with their shortcomings and their creative skills. This helps in devising training problems that can further strengthen their strengths and work upon enhancing their weak points. By being aware of this, a manger can make the decision whether a certain worker needs to be shifted to another department, where his skills can be put to best use. For instance one individual may have the knack for creativity but is placed in the accounts department hence becoming a reason for not performing his role well enough.
  5. Become a candidate that is external: sometimes looking at the picture from a third person’s perspective can be immensely helpful. As a manager it is pivotal that you do not become partial and play favourites. As a third person, ask them whether they are happy with the roles and responsibilities that have been allocated to them, are they able to obtain their personal goals and most imperatively are they happy with their work environment. It is essential to know what the individuals think about their performance in their team. Do they feel that they help their team to obtain their targets and boost their performance?
  6. Be certain to talk to the team leaders: the team leaders need to become a part of the discussion along with the HR department. They need to be aware of the perception that the individual has while validating the need for a change in team. The team leader would also have their own personal insight about the individual and whether he helps in bringing value to their entire team. Thus, allowing room for a healthy debate to decide upon the transfer.
  7. Give consideration for being prepared: most team leaders and managers can gauge the capability of an individual by the amount of preparation he or she has put in prior to an interview. Individuals who are undergoing an internal shift in teams ensure that they are well prepared before they make the change. They are well equipped with points that highlight their strengths and their sense of purpose in the organization. These individuals prove to be an asset to the organisation and need to be retained.

These 7 points have certainly provided you with some insight, as a manger to deal with internal transfers in an effective and efficient manner. As a manager it is vital that the balance between an individual’s competence and potential to perform par excellence is maintained yet allowing him to thrive and reach new heights.