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Changing employee roles in response to changing demands on organisation


Employees recognise that the nature of their job requires them to work beyond office hours. They now limit themselves to working in office hours. Job descriptions are not specific enough to demand they work beyond office hours.
Informal understanding existed about putting the hours in. The job is about victims of crime, harrassment etc. Visitng families etc is required.

How can the manager get the organisation working effectively, by getting the employees to fulfill expected roles, when the job descriptions would not support this?

Is it as easy as changing the job descriptions? Procedure?
Mehar Brar

2 Responses

  1. Working beyond office hours
    Your people need to want to help.

    How are you harnessing their passion? Do you know what makes them want to get out of bed and come to work in the morning. Do they do it just for the money? And lots more — it’s about …..

    do call if you’d like more info/discuss…

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  2. Root Cause?
    Your initial comment makes me wonder if something has happened to make them change their work pattern. If so, you need to found out as a matter of urgency.
    If you need people to work more than the normal working week as required then this needs to be agreed up front and should form part of the employment contract. However do watch out for the working time directive. If it is to be more than an average 48 hour week then you need people to agree to sign an opt out and I would avoid doing that if possible.
    Good luck. Jenny


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