![]() They paired this with the salary costs during the transition period and opportunities that were delayed/missed. To determine the various transition costs, the researchers took into account the time it took to learn the skills for the job, manage its demands, understand the ins and outs of the team or company, navigate the culture, and to become “fully proficient”. The VitalSmarts research found that emerging leaders like Tina experienced the toughest (and most expensive) transition, but new hires, first time workers and people like Joe, who are transitioning internally, also come at a price. ![]() Cost of adapting to a new roleĬareer transitions can be costly, so it’s important they’re done right. To avoid that, here are some things to keep in mind. You don’t want to pour that much money into an employee to then lose them to a competitor. He’s always considered himself something of a wordsmith and feels confident he could pick things up quickly.Īccording to new US-based research from leadership training company VitalSmarts, it would cost the organisation 6-7 months and around $25,000 USD to get Tina to form the important new habits required of her role, and 3-4 months and $11,00 USD for Joe to do the same. Feeling it’s time for a change, Joe decides he’d like to transition into the editorial arm of the business. He’s never held a management position, but he’s earned his stripes as a senior member of the advertising team. Her colleague Joe has been with the company for ten years. She’s never had management responsibilities before, but she’s excited to learn the ropes. Tina has been working at a company for two years and she’s about to step into a leadership role. And if they leave soon after, that’s even more money down the drain. It costs more than you might think to transition an employee into a new role.
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