How to Implement a Successful Redeployment Strategy in Your Company
Restructuring in a business is often essential to plan for the future and ensure long-term success. However, this can often bring costs associated with redundancies or hiring new staff. A redeployment strategy will allow your organisation to mitigate these costs by filling vacancies internally whenever possible. But how do you implement a successful redeployment strategy? Here are some tips to improve redeployment in your business.
Analyse Your Company
Before you can begin redeploying employees in your organisation, you must build your knowledge of roles or departments growing or needing downscaling. Therefore, it is essential to develop a detailed structural map of your organisation and analyse areas that require restructuring.
This analysis should also include assessing the feasibility of retraining staff for specific roles that may become available in other areas. For example, a software engineer might struggle in a sales-focused job but could perform an analytics job in a relatively short period.
This stage should also include conversations with management teams to assess employees' skills and get their input on who might be suited for redeployment.
Plan the Process
For your restructuring and redeployment process to run smoothly, you should attempt to plan it in as much detail as possible in the early stages. Planning is a crucial part of getting redeployment right to help your business, as this article from experts Randstad RiseSmart shows.
Begin by setting a provisional date at which you plan on terminating the redundant department. After this, you will need to determine when job vacancies will open up in other departments to redeploy redundant staff. These dates will need to align with one another as closely as possible for a seamless transfer. This plan will allow you to put together a schedule for the redeployment process.
Communicate With Your Staff
For the process to succeed, you will need the support of the staff you intend to redeploy. Naturally, there might be some pushback from employees as they grapple with the plan, so you need to assess their willingness and flexibility at this stage.
If you encounter strong resistance from staff members when redeploying, it is best to avoid forcing the matter. Instead, you can offer them a redundancy package. Put your efforts into appeasing those that want to remain in your company.
Successful redeployment hinges on the training that you provide. Employees moving between departments might have the necessary skills to succeed in a new role, but they will still require dedicated training to enhance their productivity.
In-house training is often the best solution for this. Mentorship from a team member generally provides the best results. However, there will likely be scenarios where department members cannot spare the time to train a redeployed employee. In this case, you will probably have to bring in external trainers to facilitate the transition.
Overall, a redeployment strategy can be an excellent way to improve the long term success of your company. Developing such an approach can cut costs and enhance the culture of a business. Successful redeployment requires careful planning, communication and training, so it is vital to consider the process when you opt for redeployment.