Developing a New Role in Your Organization: The Why’s and How’s of the Process.

In the ever-evolving landscape of a growing organization, the addition of new roles is inevitable. However, what often gets overlooked is the fact that universally proposed job descriptions for these roles might not align perfectly with the unique needs of your company. The truth is, it is not only okay but often highly beneficial to develop new roles that are tailored precisely to your organization's requirements. These roles will not only reflect your current state but also anticipate and adapt to the projected growth of your organization.

Let me illustrate this point with a real-life example. Some time ago, a former employer from an IT company reached out to me with a dilemma. He was facing mounting workloads and increasing responsibilities within his organization. While he had previously attempted to add other roles following standard job descriptions, they didn't quite fit the bill. His situation demanded something more tailored to his specific challenges. His team needed someone who could combine project management, creative writing, and knowledge of the HR processes. Together, we embarked on the journey of crafting new roles custom-fit to his organization's unique needs. The outcome was transformative, providing precisely the solutions he needed and unleashing fresh potential within the team. Worth noting that our goal was not to find a person to fulfill this role (I will write about this later) but merely to identify the gap in the existing organizational structure. This experience underscored the importance of recognizing when and how to develop roles that serve your organization best.

When to Consider Creating a New Role

The decision to create a new role in your organization should be a well-thought-out one. Here are the circumstances to consider:

1. Overwhelming Workloads: When your existing team members are struggling to manage their current responsibilities, leading to burnout and decreased productivity.

2. Emerging Needs: As your organization evolves, new challenges or opportunities may arise that require specialized skills or expertise not currently present in your team.

3. Process Improvements: When you identify a need for process optimization, streamlining, or enhancing efficiency that justifies a dedicated role.

4. Strategic Growth: During periods of expansion or diversification, new roles may be necessary to support your organization's strategic objectives.

5. Changing Market Demands: If your industry experiences shifts in customer preferences, technological advancements, or regulatory changes, creating a role to address these shifts can be essential.

Now that we've explored when to consider creating a new role let's delve into the practical steps for conducting a job analysis.

Conducting Job Analysis for a New Role

1. Define the Purpose: Clearly outline the objectives and responsibilities of the new role. What specific tasks and outcomes will this role be responsible for?

2. Skills and Qualifications: Identify the skills, qualifications, and experience required for the role. Consider both technical and soft skills that will contribute to success.

3. Collaboration and Reporting: Determine how this role will interact with existing team members and departments. Who will the new hire report to, and who will they collaborate with regularly?

4. Performance Metrics: Establish measurable performance metrics and key performance indicators (KPIs) for the role. What targets or goals should the new hire strive to achieve?

5. Salary and Benefits: Determine the appropriate compensation package for the new role, taking into account industry standards and your organization's budget.

6. Recruitment Strategy: Plan how you'll attract candidates for the role. Will you conduct internal promotions, seek external hires, or use a combination of both? (I will talk about effective recruiting strategies to attract unique talent in my next post).

7. Training and Onboarding: Develop an onboarding and training plan to ensure the new hire quickly becomes productive and aligns with your organization's culture and values.

8. Ongoing Evaluation: Regularly review and refine the role as necessary, especially during the early stages of its implementation. This ensures it remains effective in meeting your organization's needs.

Creating a new role in your organization can be a game-changer. It can solve current problems and set your company up for future success. By looking at when you need a new role and doing a detailed job analysis, you can boost growth, streamline operations, and improve your team's performance.