For example, an employee might not be quite ready for a complete redeployment, but there could be opportunities to begin collaborating with another team on a smaller scale. It’s a manager’s job to make it as easy as possible for an employee who wants to try something different. HR can help facilitate this support by providing the redeployment tools and resources managers need to offer help.
#6: Showcase company culture internally
Increase awareness of what different departments and business units do across the company by sharing stories that spotlight the projects and achievements of those teams. Without a window into other business areas, employees may not express an interest in making a move internally, even when a change is desired.
Whether in job descriptions, in company-wide newsletters, internal e-mails, or in all-hands meetings, make it known what each department’s culture is like so people can begin to feel a draw and connection with other people at your company.
If you want to retain employees, it’s always worth having a conversation to see where they see themselves in 3 months, one year, or two years. Their responses might shock you. No matter what they say, try to think about how you can meet them halfway, whether this means moving them into new positions to build their skill set for their future career goals or setting them up on the right path internally to ensure they end up exactly where they want to be without ever having to leave your company.
So, how do you get the redeployment ball rolling? Ideally, all of these steps would happen with all team members, from your leadership team to managers to individual contributors, sharing a mutual understanding that it’s okay to move around, try new things, and develop skill sets within the organisation.
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