Increasingly, employers are cutting staff and merging roles in the hope to reduce cost, streamline processes, and increase efficiencies. Have you assessed the skills of your current staff to ensure you maintain your talent level while decreasing cost? How do you determine the qualifications of your current staff to be able to meet the new direction of your company?

It is important to accurately assess your current talent pool, then determine how it matches with your company's needs before merging roles. Role merging can have a devastating impact on your employees, if your process is not thoroughly evaluated.  It can cause employees to burnout and end up being more costly to the company.

Roles that are often merged in small businesses are those of the Accounting Manager, Office Manger, Administrative/Executive Assistant, and the HR Professional being rolled into one position. While some of the  knowledge, skills, and abilities that are required for each role may cross, the company does not benefit from the value that each employee brings to a specific role.  For example, an Accounting Manager uses accounting concepts to solve complex accounting issues and put controls in place based on company policy. This is an important focus in a company and deserves the time and attention of a true professional. On the other hand, this Accounting Manager may be asked to take on some Human Resources Management tasks but is not aware of the various labor law compliances pertaining to the hiring and termination of employees.  

Risk levels rise when individuals are placed in charge of completing activities and meeting goals that are not specific to their areas of expertise. An Executive Assistant may not be aware of  various employment laws pertaining to discrimination, proper record keeping, hiring and firing, but those activities may be part of his or her daily function. Additionally, employee relations can be tricky and demand certain skills and knowledge to handle effectively. Engaging and retaining employees while  addressing issues the right way can impact  turnover. High employee turnover is costly to the employer and can also damage the employer's reputation.

When considering merging roles, employers should identify and address the skills deficiencies and work toward gaining increased efficiencies. It is helpful to properly vet your available talent pool, restructure your business to best use those talents, and train employees.  Taking the time to complete these actions can go a long way in merging roles successfully.