iEvolve Blog

When considering whether to create a new job position for a person already on the team or to create the position based on what is right for the team, there are several factors to consider. First, it is essential to evaluate whether the person has the necessary skills and qualifications to take on the new role. If they do not possess the required expertise, it may be necessary to create the position based on what is best for the team.

Second, it is important to assess the impact on the team as a whole. Creating a new position for an existing employee may create resentment and disrupt team dynamics if other team members feel passed over or undervalued. It is crucial to communicate transparently with the team and ensure that the decision is made based on what is best for the team as a whole, rather than individual preferences.

Third, it is essential to consider the long-term impact of the decision. Creating a new position for an existing employee may be a short-term fix, but it may not be the best long-term solution for the team’s needs. On the other hand, creating the position based on what is right for the team may involve a more extensive search for the right candidate, but it may ultimately result in a better fit and stronger team performance over time.

In conclusion, whether to create a new job position for an existing employee or to create the position based on what is best for the team requires careful consideration of a range of factors, including the individual’s skills and qualifications, the impact on team dynamics, and the long-term impact of the decision. By making the decision based on what is best for the team, businesses can create a strong, motivated, and effective team that drives long-term success.