Employee “transition” represents a change or shift in an employee’s status. The employee may be joining your organization—On-boarding; or they may be exiting your firm—Off-boarding. They may also have been promoted and are handing off their responsibilities to others as they progress or succeed (succession). A team member may move laterally for many reasons, including reorganizations and takeovers. People transition more today than ever before, and unfortunately corporations have not kept up with the demands required to control the effect of this trend.
In general, companies poorly manage or simply do not deal with employee transition. Action Mechanics recognizes this need and is prepared to help organizations manage change by documenting, in a highly structured manner, the tasks owned by the changing resource. This information is then leveraged in the hiring process, in training the new employee, and in other situations such as disaster planning, succession planning, company growth and restructure, and more. Our solution involves both a regimented information collection process and a software tool that helps collect, store, manage, and dispense the information.
When a member of your team is preparing for departure from their role, there is due diligence required to ensure that key contacts, processes, jobs, projects, and any unfinished work is documented clearly and accurately to identify gaps and expedite hand off. The team at Action Mechanics will partner with your team to assist with, or take over the off-boarding process to ensure that all necessary steps are taken during the transition period.
Critical to the success of any change is the management of the transition. While much of what we do for transition planning is at the individual level, this planning can expand to include assistance during times of considerable transition for projects, teams, or even the entire organization. By partnering with us on a methodical and well organized process, Action Mechanics can support your team through the kinds of transitions that, if not well managed, can result in the realization of many risks.
Managers often find themselves in the midst of an unexpected transition, losing a key member of the team, but the best time to plan for transition is when you are NOT in the midst of one. Succession planning can help your team or organization prepare for the inevitable loss of key contributors and can ensure that you are managing the knowledge of your people like you would manage any other asset of your business.
- How do you ensure that you are attracting the RIGHT people to join your team?
- Can the candidate being considered cover all of the gaps created by a key resource that is exiting?
- Are you able to match people and their values to the values of your organization?
- Do you find yourself choosing years of experience over aptitude when making hiring decisions?
- Once selected, how do you get your new candidate up to speed and rapidly productive?
In these cases and others, the Action Mechanics team can help by working with your internal or external recruiting staff, as well as your hiring leaders, to implement various practices that will improve your chances of hiring success. Using the output collected from the Off-Boarding process is one example of a practice that will directly benefit your recruiting efforts. Hiring and integrating a new person into an organization is an expensive endeavor. Partner with Action Mechanics to improve your probability of success.