How to deal with a professional who didn't succeed in his field?
Posted: Mon Jan 20, 2025 4:14 am
In everyday corporate life, it is common for professionals to exchange jobs within the company. This often happens because an employee did not fit in as well as he or she should in one department, but has qualities that could be used by another area.
However, this is always a delicate issue to be handled internally by people management . After all, a professional who is not suited to a role may feel inferior or even be labeled by colleagues, especially if there was a problem with relationships or delivery of results.
Therefore, when it is worth keeping employees in the taiwan whatsapp data company and moving to another area, the role of the leader becomes fundamental.
Strategic leadership
It is up to him to understand all of the employee's skills and observe their performance on a daily basis to determine which activity makes the most sense. In addition, his closeness to daily management allows him to know, for example, if the employee is studying a specific specialization that may be more useful in another area.
Let's imagine that this employee works in the financial area and is studying for an MBA in marketing. Perhaps it would make more sense for his career and for the company itself to transfer him to the communications department. He will be much more likely to work motivated and deliver good results.
In practice, this approach between the leader and the employee does not always occur in the right way. And this ends up causing a series of internal problems when this type of situation occurs.
When a manager is unable to carry out this action directly, it is important that he delegates this function to another person on the team who is prepared to do so, such as a coordinator, for example.
Strategic leadership takes all of these points into consideration. Therefore, the migration of professionals between areas is a good opportunity for growth for both the employee and the company, as long as it is well planned by the leader.
However, this is always a delicate issue to be handled internally by people management . After all, a professional who is not suited to a role may feel inferior or even be labeled by colleagues, especially if there was a problem with relationships or delivery of results.
Therefore, when it is worth keeping employees in the taiwan whatsapp data company and moving to another area, the role of the leader becomes fundamental.
Strategic leadership
It is up to him to understand all of the employee's skills and observe their performance on a daily basis to determine which activity makes the most sense. In addition, his closeness to daily management allows him to know, for example, if the employee is studying a specific specialization that may be more useful in another area.
Let's imagine that this employee works in the financial area and is studying for an MBA in marketing. Perhaps it would make more sense for his career and for the company itself to transfer him to the communications department. He will be much more likely to work motivated and deliver good results.
In practice, this approach between the leader and the employee does not always occur in the right way. And this ends up causing a series of internal problems when this type of situation occurs.
When a manager is unable to carry out this action directly, it is important that he delegates this function to another person on the team who is prepared to do so, such as a coordinator, for example.
Strategic leadership takes all of these points into consideration. Therefore, the migration of professionals between areas is a good opportunity for growth for both the employee and the company, as long as it is well planned by the leader.