Change of function

In a nutshell: What's it all about?

When there is a change of function, a person's area of responsibility changes or expands and may become significantly more complex. It is important to carefully prepare and plan the handover and takeover of tasks.

Opportunities and possibilities

The development of employees within their existing function is desirable and expressly encouraged. It allows employees to expand their own skills and gain experience. At the same time, as a manager, you have the opportunity to utilise the strengths and skills in the team more profitably and prevent valuable expertise from being lost.

Get active: How to demonstrate good leadership

Develop and promote your team members according to their skills and potential.
Prepare your employees for the new function or task, if necessary by providing the relevant training and professional development.
Inform everyone involved at an early stage and include the team and HR in the process.
Ensure a good, trusting working environment in which your team members feel comfortable and motivated.
Communicate clearly what you expect from the change of role and what objectives you want the person concerned to achieve.
Support new employees during the onboarding phase at the minimum.

Self-reflection: Am I applying my social and leadership competencies effectively?

Acting responsibly:

Have I fully prepared my team member for the new function and role?

Building bridges:

How have I involved the team in the process?
Did I communicate my expectations and goals clearly?
How strong is team morale and how can I improve it?

Empowering people:

Are all members of my team able to develop their full potential and competencies?
Do I point out opportunities for further development to my team members?
Have I offered effective support for the person in their new role?

In short: 5 steps to success

1. Ensure employees are able to develop their full potential and competencies 2. Involve HR Partners in any change of function at an early stage 3. Prepare and equip the team member properly for the new function/role 4. Involve the team and offer clear communication well in advance 5. Support the person during the onboarding phase

Areas of responsibility: Roles

Manager: empowers and develops employees, prepares them for their new function/role, involves the team and provides clear communication

Employee: actively participates in and develops activities so they can step into their role quickly

HR: Unterstützung der/des Mitarbeitenden bei Bedarf gemäss den individuellen Bedürfnissen

Leadership & Development: supports organisational and team development

Main responsibility

Manager

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