Workforce Redeployment: Meaning, Examples & Best Practices for HR

Although layoffs aren’t necessarily permanent (in fact, most are intended to be temporary reductions in force), they can still be disruptive and traumatic experiences for departing individuals and remaining staff. If you want to avoid layoffs altogether, and individuals are willing to change roles internally, your organization should consider workforce redeployment.

In this article, you’ll learn the essentials of workforce redeployment to help you assess the impact of these events, identify the right candidates, and manage transitions smoothly—all while supporting employees and enhancing organizational resilience.

Workforce redeployment happens when employees are reassigned to new roles within the same organization. Through this effort, employers can offer a path forward for employees whose current roles have been phased out due to restructuring, automation, or shifting business needs. It’s an alternative to layoffs, which sever employment (either temporarily or permanently).

Workforce redeployment can involve:

• Changing job titles or functions.
• Moving to a different department or team.
• Relocating to a new office or region.

These internal transitions aim to retain talent while adapting to business needs—a win-win if appropriately executed.

However, if a layoff is inevitable, you may want to download our easy-to-use script, which will guide you through the five steps to navigate the layoff process with empathy and professionalism. Click below to download our free Careerminds layoff script and be prepared to handle layoffs with care.

Workforce redeployment can take many forms across different industries. Let’s examine some real-world examples so that HR teams can better understand how to retain talent, reduce costs, and maintain continuity during those transitions.

A manufacturing company automates its warehouse operations, leaving several logistics roles redundant. Instead of laying off these workers, HR reviews employee skillsets and identifies who can be trained for roles in supply chain analytics. Through reskilling and training, those team members are redeployed, keeping valuable institutional knowledge in-house.

A financial services firm undergoes digital transformation and offers to train its client service representatives to become customer experience analysts. Since those employees have a deep understanding of customer concerns, the company views them as highly valuable in their new roles.

A healthcare system restructures its administration department and reassigns billing staff to patient outreach and scheduling, where their systems knowledge and attention to detail will be an asset to improving patient flow.

While the definition of workforce redeployment is quite simple, approaching it as a strategy requires more nuance to be effective. After all, it consists of a lot of change, and change is never easy.

In practice, redeployment means helping someone transition from one role to another within the organization—sometimes to a different team, department, or location. It also means HR needs to orchestrate that transition thoughtfully. You can’t simply shift someone into a new job and expect them to adapt. You need to build a clear process to help people land on their feet.

Here’s what that looks like for HR:

• Proactively identify roles at risk due to business transformation, automation, or restructuring.
• Map out internal opportunities where that displaced talent could be redeployed.
• Assess each employee’s skill set and behavioral profile to ensure that the new role is a good fit.
• Coordinate with managers to ensure that support and resources are available.
• Communicate with transparency so that employees feel informed, not blindsided.

This is what redeployment really means in the day-to-day: shifting not just roles, but relationships, expectations, and workflows. It’s a heavy lift, but when handled with care, it’s a powerful tool for both cost savings and employee engagement.

Workforce redeployment must be handled transparently and empathetically to foster a sense of opportunity and fairness. In some cases, employees may feel tricked into a disguised layoff, causing confusion, anxiety, and resentment toward management, HR, and the company. Managing this situation lies in clarity, consistency, and compassion.

When employees see their teams reshuffled or forced into unfamiliar roles during times of transition, they’ll probably worry about losing their jobs. This uncertainty can lead to low morale, reduced engagement, and even attrition. That’s why it’s critical for HR leaders to communicate early and often about what redeployment means, who will be affected, and what support they will be given.

When managed well, workforce redeployment sends a strong message: your organization values its people and is willing to invest in internal talent. It shows that change doesn’t have to mean loss—it can also mean opportunity, growth, and renewal.

Here are the key steps to manage optics:

• Communicate early and often: Explain why redeployment is necessary and how it benefits both the business and employees.
• Involve managers: They should be briefed and empowered to guide their teams through transitions.
• Acknowledge emotional impact: Employees may feel anxious about losing their role, colleagues, or routines.
• Reinforce organizational values: Link the redeployment initiative to long-term goals and your company’s people-first culture.

By approaching workforce redeployment as a growth strategy—not a damage control measure—HR can lead with confidence and help employees view change as a shared journey toward greater success.

New roles come with new responsibilities. When redeploying talent, treat it like a fresh hire—clear goals, proper onboarding, and regular feedback are essential.

Include these components in your redeployment onboarding:

• Role objectives: What’s the employee’s new mission?
• KPIs and success metrics: Define how success will be measured.
• Team structure: Clarify reporting lines and collaboration points.
• Training plan: Outline support for skill development.

Now let’s review a sample performance metrics table for redeployed roles to give you a better idea of how redeployment would look in terms of success measurement:

Previous Role	New Role	Example KPI	Review Frequency
Customer Service Rep	Customer Experience Analyst	Average call resolution time	Monthly
Data Entry Clerk	Junior Data Analyst	Number of actionable insights	Quarterly
Marketing Assistant	Digital Campaign Coordinator	Campaign ROI	Quarterly
Helpdesk Technician	IT Operations Specialist	Ticket resolution rate	Monthly

A successful redeployment isn’t just about matching skills—it’s also about ensuring that employees are set up to thrive in their new environment. The best redeployment strategies consider both technical ability and interpersonal fit. 

In other words, the goal isn’t just to fill a role, but to create long-term success for both the employee and the organization.

That’s why HR teams must look beyond resumes and job descriptions. Tools like the DiSC assessment can help uncover behavioral tendencies and communication styles that contribute to better role fit. These assessments also help HR identify gaps between where a person is and where they need to be, supporting more targeted training and coaching.

What to assess before reassigning an employee:

• Skill match: Can the employee perform the new job duties?
• Behavioral compatibility: Will they thrive in the new environment?
• Cultural alignment: Are their values aligned with the new team?
• Team readiness: Is the receiving team equipped to integrate and support the individual?

Compatibility doesn’t mean everyone has to think the same way—it means finding a balance where strengths complement each other and communication is effective. When you align people to the right roles using both data and empathy, redeployment becomes a powerful way to grow and retain your internal talent.

Yes, employees can legally decline a redeployment offer. However, the consequences of this decision will depend on the company policy and whether refusal impacts severance or unemployment eligibility. To maintain fairness and morale, offers must be made transparently and with genuine consideration for the employee’s future.

Sometimes, the new role may be located in a different office or city, which can complicate workforce redeployment efforts. Relocating employees presents both logistical and emotional challenges that must be carefully managed by HR.

To move, some employees may have to leave family, friends, schools, or support systems behind. It may also introduce financial burdens, such as higher housing costs or commuting expenses. HR must address these disruptions with empathy, flexibility, and thorough planning. Do your best to proactively avoid negative impacts on morale, engagement, and retention.

On the employer side, costs and planning complexities must be considered. These may include temporary housing, travel reimbursements, relocation stipends, or help with finding new housing. Additionally, businesses need to assess whether the move is truly necessary or if remote or hybrid alternatives could achieve the same outcomes.

Here’s what HR should consider:

• Travel or moving costs: Who covers the expense, and how generous is the package?
• Disruption to the employee’s life: What resources can reduce the stress of the move?
• Remote work alternatives: Can the new role be adjusted to avoid relocation?
• Family support: Are there programs to assist with spousal employment or children’s education?

If relocation is required, support packages may include:

• Paid travel and lodging during the transition.
• Relocation stipends or housing support.
• Family and spousal assistance.

Ultimately, thoughtful geographic redeployment planning shows your commitment to employees’ well-being and increases the chances of success for both parties.

How can an employer reduce labor costs without downsizing the company? One solution might be to redeploy your talent. Workforce redeployment strategies work best when paired with thoughtful planning, clear communication, and ongoing support. 

Redeployment isn’t one-size-fits-all. But if done thoughtfully, it can:

• Preserve institutional knowledge.
• Reduce hiring and onboarding costs.
• Improve employee morale.
• Address labor cost issues without layoffs.

Here are the steps to effective workforce redeployment:

1. Evaluate your workforce: Conduct a skills inventory and behavioral assessments.
2. Map roles and needs: Align business objectives with talent availability.
3. Communicate openly: Keep employees informed so that they’re never surprised.
4. Offer support: Provide training, coaching, and relocation assistance.
5. Monitor performance: Use KPIs to evaluate success and adjust as needed.

Markets are always shifting, and digital transformation is a reality, but workforce redeployment can mitigate these disruptions. Focus on your employees’ strengths, communicate more openly, and ensure that your organization is agile to explore this opportunity. Redeployment is a way to build a stronger, more resilient company.

Another way to boost engagement and retention is to provide outplacement services. This strategy shows employees that the company will support them if things get worse and a layoff happens. Click below to talk to our experts and learn more about our modern, results-driven approach to outplacement and talent development.