Restructuraion

[Yasmine Halaby]

#92707

Forum: Private

In this situation where we disolve a team :
– Team leader is dispatch to another team, but would lose his title as a team leader as his own team was disolve.
– It’s consider as a demotion
– What are our legal obligations in Québec to manage the demotion adequately.

[Haley O’Halloran]

#92745

Since this employee is demoting to a team still involved in your organization, this process may be easier to navigate than you think. Your legal obligations in Quebec to manage the demotion of your team leader involve:
-Giving the demoted team leader a new opportunity to join a different team, which you have already done.
-Take steps to familiarize this employee with their new team to ensure their comfort during the demotion process.
-Communicate with the employee fully about their new role and responsibilities, along with creating a new contract that addresses these duties and any changes in compensation and benefits that should be addressed.
-Communicate with the team this employee is joining, introducing them to their colleague and letting them know what their responsibilities will be (and how they can assist in this transition). You can send a short message that communicates these points perfectly by using this template:
“[TEAM MEMBER] has been asked to fill a new role in the team. I am pleased that we are able to continue to benefit from their . . . (skills, experience, or knowledge). People and organizations experience change and we are no different. [TEAM MEMBER]’s new role will allow them to focus their time on __________ (highlight the key aspects of their new role).”

Even with a good and well-managed return to work plan, a demoted employee may struggle with adjusting to the new role. Over the first two to three weeks, it will be the small acts of positive reinforcement and support that can make all the difference. Encourage the demoted employee by indicating the opportunity to receive a promotion is possible in the future.

Identify the employee’s strengths and focus on applying and using the strengths during the first couple of weeks of transition. When possible and appropriate, provide positive, casual, and public acknowledgement of the demoted employee’s contributions. The better able your organization is to help the demoted employee relax, believe he/she is valued and get back to work, the more the entire team will benefit. Learn more about the specifics of navigating a workplace demotion in Quebec here. Thank you for your question!

-HR Insider Staff

[Author]

Posts