What is a Lateral Move?
A Lateral Move is a job change within an organization where an employee transfers to a different position at the same level of responsibility, rank, and pay as their current role, often to gain new skills, experiences, or to meet personal career goals.
Lateral Move Best Practices in HR
Lateral moves provide an opportunity for employees to grow within the same organization without changing job level. HR professionals play a critical part in ensuring these transitions benefit both employees and the organization.
Here’s a breakdown of how to handle lateral moves effectively.
1. Assess Employee Readiness
Before making a lateral move, evaluate whether the employee is ready for the shift. This involves considering their skills, interests, and career goals. Employees may seek a lateral move to acquire new competencies or explore different functions. Ensure they possess the right mindset for the change. This can be done through a one-on-one meeting to discuss motivations and expectations.
2. Align with Organizational Goals
It’s crucial that the lateral move serves both the employee’s and the company’s needs. The HR team should evaluate how the new position aligns with organizational goals. Look for gaps in skills or teams that might benefit from the move. This can include increasing efficiency in a department or providing an employee with exposure to new business areas.
3. Ensure Clear Communication
Clear communication is vital throughout the process. Employees should understand the purpose of their move, its benefits, and the expectations that come with it. Be transparent about the objectives, timelines, and performance metrics. Set clear expectations for both the employee and the manager in the new role. This reduces confusion and ensures smooth integration.
4. Provide Adequate Support
Offer the necessary resources to help the employee succeed in the new role. This might include training programs, access to mentoring, or a phased transition plan. Lateral moves are often seen as developmental opportunities. Therefore, employees need to feel supported, not just in terms of resources but also in confidence-building.
5. Evaluate the Impact
After the move, track the employee’s progress. Regular feedback sessions are crucial to ensure that they are adjusting well to the new role. This also provides insight into the effectiveness of the lateral move process. If the new role isn’t meeting expectations, consider re-evaluating the situation after a set period.
6. Avoid a Stagnant Culture
A lateral move should not be perceived as a sign of stagnation or lack of career advancement. HR must work with leadership to prevent lateral moves from being seen as “status quo” or “dead-end” roles. Make sure that lateral moves are framed as part of the employee’s career development path. Recognizing the importance of these roles can promote a culture of continuous growth within the company.
7. Create a Structured Process
Develop a structured framework for lateral moves. This should include a clearly defined process with steps like role assessments, eligibility requirements, and approval channels. Having a standardized approach helps maintain consistency and fairness throughout the organization. It also makes employees more comfortable knowing there is a process that ensures equality.
8. Keep Career Development Front and Center
Although lateral moves may not come with promotions or raises, they should still contribute to career development. This can mean increasing exposure to new projects, expanding networks, or acquiring new technical skills. Frame the move as an investment in the employee’s long-term growth. Encourage employees to see lateral moves as a strategic step rather than a sideways shuffle.
9. Incorporate Employee Feedback
After the move, seek feedback from the employee about their experience. This helps HR understand how effective the transition was and if there were any gaps or challenges that should be addressed in future moves. Additionally, feedback from managers and team members will provide valuable insights into the impact on overall team performance.
10. Celebrate Successes
Recognize the achievements of employees who successfully make lateral moves. This reinforces the company’s commitment to employee growth and creates a positive narrative around the process. Public recognition can help maintain morale and set an example for others who may be considering a lateral shift.
Conclusion
Lateral moves can be incredibly beneficial when managed correctly. They not only provide employees with fresh opportunities for growth but also help the organization develop a more versatile and skilled workforce. By implementing clear processes, aligning moves with organizational goals, and providing ongoing support, HR can ensure that these transitions are a win-win for both employees and the company.