We evaluate our team member’s performance throughout the year. When you provide feedback, both positive and constructive, it helps your team members develop and attain their goals. Once a year, we typically provide them with a more formal appraisal process. Typically, these processes are very individually focused and necessary. As a result, we don’t often get a full picture of how they truly fit in with the rest of the organization’s current needs and challenges. In this blog, we’ll talk a bit about how you can get the most out of putting your team members in the right seats.

Questions to consider about your team members

  • How often are you asking the question if each team member is in the right seat within the organization? 
  • Has the organization shifted? In what ways?
  • For each team member, is the role they are filling a match for what the organization currently needs?
  • What shifts are needed for the current role?
  • What skill gaps exist between the team member doing the current role and the role that is needed?
  • Are their talents better suited in a different area of the organization? Or not at all?

Obviously, we appreciate the work that team members do, especially when an organization is young. They fill a role, believe in the growth of the company and perform good work. But sometimes the organization shifts and changes in a manner, or at a speed that causes the role to not match current needs or an individual to no longer be a match for what the organization needs. It can be hard to face this reality, especially when you respect the team member, appreciate their loyalty, and can see how their contributions have gotten the organization to where it currently is. But it’s important to speak up so that everyone benefits in the long-run.

Roles evolve and change with organization growth

Roles will undoubtedly become bigger and more complex. It is necessary to have up front conversations with your team members about the current needs of the organization and where they fit. It can be difficult, though, if they believe they have the capabilities for this more complex role and you don’t. Sometimes loyalty can cloud judgement on both sides. Sometimes, there is another seat they can fill easily. Other times, there may not be. Given the changes, they may be reporting to a new person in a role that they think they should have. The scenario can become complicated quickly.  

Your business needs an objective view of its team

To start the process, though, you need to objectively look at the talent your organization needs today and reflect on these questions regarding your team members: 

  • Is your talent in the rights seats? 
  • Are there new seats ready to be built? 
  • Are there seats that are no longer necessary? 
  • How do your team members fit into the seats? 
  • What tough and honest conversations need to happen now for you to begin to discuss and implement changes?

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