Is your team constantly overworked? Are most people wearing multiple hats? Is overtime an expectation rather than an exception? If all this is true, your team is on the fast track to burnout. Creating a new position can help manage long term growth and improve employee morale.
Make a Hire
What to consider before creating a new role?
Creating a new position at work isn’t something to take lightly. A new job is a commitment on both the part of the employee and the company.
In addition to the cost of salary and benefits, there are logistical considerations. A major one is the longevity of the new role. Once you shift responsibilities from one job description to another, it may disrupt the operations of your team to try to shift them back.
To justify a new role ...
Are you spending lots of money on contractors? While hiring freelancers or an external agency can be a smart way to streamline your workload, they can be a mixed bag. You may deal with privacy concerns, a lack or industry expertise, or struggle to communicate certain nuances. Managing your contractors can become a full-time job in itself. Replacing them with an employee could be the most efficient and inexpensive option.
Want to know where an organization is going? Look at who they’re hiring. If your competitors are creating new roles or even entirely new departments, beefing up your staff can keep you relevant in the industry. This is especially true as organizations change their hiring practices to reflect new priorities. This might include diversity leadership roles or managers with experience leading remote teams.
People enjoy feeling that the work they do is rewarding and helping them grow. If your team members are doing things that underutilize their skill sets, it may make sense to hire others to fill that role. This frees seasoned leaders to engage in projects that use their skills more effectively. It improves revenue as less complex tasks are delegated to less costly labor.
Avoid these things when creating a new role ...
How will this role benefit your organization in six months? A year? Five years? Outline a potential career path and long term goals for this position. When considering candidates, take those ideals into account.
If you imagine the role quickly growing into a full-time position, don't hire somebody who only wants to work part-time.
Be sensible about how you budget funds for this new role. Avoid being too optimistic about market growth or potential revenue.
Hiring someone whose position is only justified by an idealistic income goal will put pressure on everyone. The new hire and the team will feel the pinch on the budget.
Even if they won’t have the final say in staffing, don't create a new role without talking to everyone involved who will be working with that person. Their input will be invaluable. If you can, get them involved in the interview process. They'll have a better understanding of the skill sets required to be successful in the role and how the new position will improve the company.
If your company is having internal issues, it might be wise to hold off on hiring anyone new. Don't create a new position to teach your employees “a thing or two.” Even a new supervisor, manager, or executive will rely on the team to get them acclimated to the new role. Introducing them as the tough new “boss” will just set your new hire up to be ostracized, making it harder for them to integrate into the new team.
Creating a new role for yourself or others at your company can be an exciting path forward — or it can be a frustrating waste of time and money. Take care to carefully outline the expectations of the new position. Talking to everyone involved will go a long way towards ensuring a smooth transition.
Ready to make a hire?
Go to the Oracle HCM to create a job requisition