What do you do if your team members are not satisfied with their roles in Process Automation?

Ways I create that safe space is: 1. Share metrics that give visibility into what the future could look like 2. Share opportunities that would open up due to these changes and how the team members could potentially capitalise on them 3. Share controls that we are putting in place including hiring strategically to ensure everyone can continue to be employed and thrive even with automation coming into play

This can be extremely stressful when assigning team members their roles within a project. For example, when it comes to the Consulting Industry there are developers who probably have been on development projects for 2-3 years and may want to move into a more functional BA role. This shift towards a more BA role may be down to their career growth or perhaps part of up-skilling into an area where the individual is quite keen on moving away from pure development. Therefore, it is essential for the Project Director including the Project Manager to assess the team’s relevant skill set considering their recent projects and how their skills will be best utilised in the upcoming project.

When team members voice discontent with their roles in Process Automation, it's imperative to demonstrate empathy. Active listening is key to fully grasp their issues and feedback. Assessing their abilities and interests is vital for pinpointing opportunities for role enhancement. Tailoring roles to align more closely with each individual's capabilities and desires can significantly boost both satisfaction and productivity.

Absolutely: 1. Proactive plan for up-skilling 2. A buddy learning system to get mentoring and experience on actual projects 3. A credit system to help them measure their own growth and feel confident in their progress 4. Agile and dignifies movement into new projects if something does not work out Are few ways I would proceed.

Empowering your team in role definition enhances job satisfaction and leverages their unique insights, which can lead to more effective and innovative automation solutions. Involving them in decision-making around automation processes allows them to directly influence their day-to-day tasks and career development. This approach mitigates dissatisfaction and cultivates a culture of continuous improvement and adaptability within the team.

Training within Automation can range, but it usually falls into one of three buckets - Industry: which covers where are the high potential automation hotspots - Business: Ability to document and assess the business process for the developers - Technical: which is around installing and using the automation tools

Monitoring individuals performance across each and every project is essential in ensuring they met the required skill set for the role and if they achieved what they were set out to do. It is the responsibility of Project Director or Project Manager to schedule regular 1-2-1 sessions with individuals throughout the project and after the project closure to ensure the individuals are performing according to their role. If not, sufficient help, training, advice and support will then be provided by the Project Director or Project Manager. Monitoring progress also contributes towards the individual career growth and part of up skilling. If the individual lacks a certain skill set, then adequate training can then be provided to support CPD.