When Employees Outgrow Their Role: How to Communicate Through Growing Pains
Running a small business means making the most out of every hire. In the early days, you likely brought people on board who could wear multiple hats, jump in wherever needed, and help keep the business running. But as your company starts to scale, the generalist roles that were once vital may no longer fit into the business's more specialized structure. Additionally, you may start to wonder how those people fit into what your business is becoming. That is when the friction begins.
It's not that the employee isn’t trying their best. In fact, they might feel like they’re working harder than ever and spinning their wheels. Despite the effort, things just aren't clicking, and both the employee and the business owner can feel it. So, how do you tackle this? There are so many elements that go into this, but let’s talk about the communication peice and why it’s so important.
Acknowledge That Something Feels Off
Sometimes, it’s easier to ignore the issue and hope it resolves itself. But in reality, the longer you wait, the more the frustration will build—for both you and your employee. The first step in breaking this cycle is to have an open dialogue. It’s not about placing blame or pointing fingers; it’s about recognizing that the current setup isn’t working as smoothly as it could.
For leaders, this may involve sitting down with your employee and saying something like, “I’ve noticed that you seem frustrated or overwhelmed lately, and I want to understand what’s going on so we can find a way forward together.” By creating a safe space for an honest conversation, you’re opening the door for them to share their perspective.
Be Transparent About the Business’s Needs
One of the biggest sources of tension is when an employee feels like they’re doing everything they can, yet they still aren’t meeting expectations they don’t fully understand. On the other side, business owners may feel that they’re not getting the results they want but don’t know how to articulate what they need.
This is where clarity and transparency come into play. As a business leader, take some time to determine what the company needs at this stage of growth. Then, communicate that clearly to your employee. You might say something like, “As the business is growing, we’re finding that we need someone with a more specialized focus in project management. I want to discuss how we can align your strengths with where the company is headed.”
This sets the stage for a collaborative conversation rather than leaving the employee guessing about why things aren’t working.
Encourage Honest Feedback and Listen Actively
Employees often feel hesitant to speak up about their frustrations, especially if they feel their job security might be at stake. Encourage them to share their perspective by making it clear that their input is valued. You can ask open-ended questions like:
“What parts of your current role do you enjoy the most?”
“Are there areas where you feel you’re spinning your wheels?”
“How do you think your role could evolve to better support the business and also align with your strengths?”
Be sure to listen actively and validate their concerns. For example, if they express that they feel pulled in too many directions, acknowledge that their workload may have expanded beyond what’s realistic. This helps them feel heard and opens the door to brainstorming solutions together.
Explore Potential Solutions Together
Once both sides have shared their concerns, it’s time to discuss how to move forward. This is where you can explore options that align with both the business’s needs and the employee’s strengths and passions.
Sometimes, it’s about redefining their role to move towards a position that highlights what they’re naturally good at. Other times, it might mean shifting them into a new position that better suits the company’s evolving needs. The key is to make this a collaborative process. Rather than dictating a solution, involve them in finding the best path forward.
Keep the Lines of Communication Open
Change is difficult for everyone involved, and things may not fall into place overnight. Once you’ve made a plan, continue to check in regularly. This shows your commitment to your employee’s growth and ensures that you’re both on the same page as the business continues to evolve.
You could schedule follow-up meetings to discuss how the transition is going and whether any adjustments are needed. The goal is to create a sense of partnership and mutual respect, which will make your employee more likely to stay with you long-term.
Small businesses are always evolving, and the roles within them must evolve too. When an employee starts to outgrow their role or when your business needs shift, it can feel like an uncomfortable tension between what was and what’s to come. But with open, honest communication, you can navigate these growing pains in a way that benefits both your business and your team members.
Remember, it’s not just about keeping employees—it’s about helping them thrive in the right role. By fostering a culture of transparency and collaboration, you’re building a foundation for long-term success and a more engaged, satisfied team.
Are you feeling growing pains in your business? Whether you’re a business owner trying to align your team or in stage of growth, let’s talk it out. Schedule a FREE Discovery call, and let’s build your team to maximize impact!
