Voice Of HR

Voice of HR is a monthly contest where in you, the HR, can participate and share your ideas, inputs and insights on the burning issues in the Human Resource space.

Post your article for any of the following topics-

  • - Why HR policies need to change with the times?
  • - Rumours: Ignore or treat them as information?
post your article

A new role

Description

IMAGESBAZAAR

In this changing business scenario, role reversal is not just accepted, but well appreciated

Vaishali.Tanwar@timesgroup.com

There are hundreds of changes that happen in an organisation. One of these is a change in the nature of the job. In simpler terms, it means having a role change while in the same organisation. Today, we live in an age where changing of role within the same job is not only tolerated, but encouraged.

In today's changing business environment, adaptability is one of the top-rated skills organisations look for. This is because they want an employee to be master of all trades and not just one. And, this is where the concept of role reversal comes in.
But the fact is that different people react differently to a role reversal. "Generally, people react positively to change especially when they are looking for one.  Sometimes, ambiguity can create discomfort and the only way to manage that is to get clarity and understand the expectations from the new role," shares George Pathiyil Jose, director-HR, UST Global.

Reaction to a role reversal is also situational. It depends on whether the role change was asked for or came as a surprise. "Role change in an organisations could be in both, known and unknown scenarios. In both scenarios, the change could be made keeping in mind the organisation's and employee's goals and aspirations. The only difference is that in a known scenario, an employee is well prepared and is aware of his skill sets to take on new challenges. Whereas, in an unknown scenario, it may come as a surprise and the employee should seek help from HR and the line manager to train and upgrade his/her skills for all-round development," says Kishore Poduri, head HR, DBS Bank India.

Whatever the situation, what is more important is dealing with it sensibly. "In both the scenarios, employees can seek guidance from previous incumbents who managed such roles and take guidance from mentors and coaches," further adds Poduri.

As one of the initial steps, talent should have purpose and role clarity. In addition to that, the employee should better equip himself with required skills for the new opportunity through self-learning, training, coaching, mentoring, etc.
 "The first and foremost thing is adaptability. One should be ready to unlearn the existing skills and behaviours, learn new skills and work with different people in a different environment. Also, the ability to simplify things by removing the ambiguity is the most effective tool in such situations. One could reach out to experts in the area and seek help," says Jose.

It is advised by the experts to have an open dialogue with your manager to understand the work flow and his/her expectations from you. It will help in course-correction.

But, this doesn't mean that there won't be challenges. There will be challenges for which one should be prepared in advance. Sharing his thoughts on how to deal with challenges, Renu Bohra, director - human resource, Schenker India Private Limited says, "There will be challenges in the new role, in terms of content of the role which would be new and you may not know how to master it, or it can be the new team members with whom you have to collaborate or the new boss with whom you need to strike a rapport.  Always think positive.  List down the challenges.  At times, they may appear huge, but when you list them down and break them into day-to-day problems, you will find that they can be dealt with easily."

Create Job Alerts

Get best matched jobs on your email.
No registration required

Opinion Poll
Opinion Poll

Do HR managers make first impressions easily?