Progress in a professional career is often equated to climbing the corporate ladder and moving into a higher position. However, this may not always be the right move to make, and sometimes, a person might want to move into a new department or role.
What is a lateral role change?
This is when an employee moves to a role at the same level in the organizational chart as the current role and at a similar salary. Such a change could happen within the same organization or from one organization to another. There are two types:
• A new job in the same company: The person could be given new responsibilities and roles while being familiar with company protocol and culture.
• A new company with the same job: The candidate will need to get used to new culture and systems while knowing most of what there is to know about the requisite responsibilities, roles, and skills.
Why is a lateral role change important?
Where a lateral role change is better than moving up the ladder is in that it often reignites the spark of professional interest along with giving a chance to pick up some very useful experience and skills. This could also improve productivity at work and create a person who can take on different roles.
Here are the reasons to make a lateral role change:
• Boost visibility: Moving into a different department helps to build connections with managers and supervisors at different levels. This increased familiarity serves to strengthen the chances of recognition and of promotion. With diverse skills as well as adaptability and versatility, the person becomes an all the more valuable employee.
• Pick up new skills: Even if the new job is similar to the current one, there is always something to learn. The responsibilities might be the same but the challenges will be new, implying the need to learn new conventions, programs, or systems. This translates into stronger transferable skills useful in subsequent lateral role changes or promotions.
• Look for creative work: Managerial positions have some significant administrative components, which are not what everyone seeks. If the person wants more on-the-ground technical or creative assignments, a non-managerial role may be more attractive.
• Seek promotions: The current department may offer few opportunities for growth or be headed by a supervisor unhelpful in this regard. A different department may offer better opportunities and the chance to reach full potential at work.
• Pursue job satisfaction: The role at hand or the associated colleagues may not be to the liking of the person, which is why a new position could excite the person about coming to work.
Why could a lateral role change be a bad idea?
There are circumstances in which a lateral role change is ill-advised. These include:
• Negative impact on career goals: Lateral moves could put the person out of contention for succession plans for managerial or supervisory positions. It is important to evaluate the reasons for the move and discuss them with the manager, who might guarantee a promotion that in turn makes it worthwhile to stay.
• Being judged poorly: Staying at the same level might create the impression of avoiding added responsibilities coming from higher levels. It is thus important to convey the true motivations behind seeking a change.
• Delaying a dream role: The person might ultimately want to move to the upper levels in a career path, but every lateral role change could be delaying this move. It is best to plan by taking a long-term horizon.
What is the best way to make a lateral role change?
Here are a few great tips for successful lateral role changes:
• Analyze oneself: Sit back and consider the true reasons for making a change and be certain this is the best option in the circumstances. Consider long-term career goals and evaluate whether the lateral role change is the best way to reach these goals. Gaining a breadth of experience might not be what the person actually needs to attain long-term goals.
• Understand the role and pursue related professional development: It is important to research all aspects of the new position being considered, as well as to bring to the new role all relevant data, ideas, and insights learned over time. In case the move is being considered in a role like HR, a certification in HR or an alternative course could bring in the required qualifications. Along with professional skills, it is important to keep developing personal skills too.
• Communicate with HR and management: It helps to have a frank discussion with HR leaders about the passion and interest driving the desire to laterally change a role. It is also important to interact similarly with the current as well as the prospective new manager on the same matters. All the time, keep your own interests and goals at the highest level.
• Be prepared to put in the effort: A change in the department may not be at the same level, thereby requiring the person to possibly take on tasks normally handled by someone junior in the old department. It is important to remember that this may give the skills needed for success.
