Restructure

Restructure doesn’t have to be an upheaval – 3 steps to take to avoid problems later on.

Restructuring is a process many organisations will have to undertake at some stage, the reasons for which can be wide ranging.  A downturn in profits, organisation growth and change in the market are amongst some of the main reasons.

Restructure put simply, means change, this can often be unsettling to people. A carefully managed restructure is one that seeks to minimise the pain (or perceived pain) of change and looks to obtain the buy-in from your employees, managers and clients/customers. 

It’s important to remember restructure doesn’t have to mean redundancies, in reality even if the restructure is due to a downturn in profits, there are often options that allow the retention of skilled staff.  Flexible working, reduced hours, compressed hours, secondment and even reduced salaries can enable this, with appropriate consultation and agreement.

3 steps to take to avoid problems later on and to minimise risk.

1.       A full assessment and consideration of the wider organisation agenda is vital during a restructure. It is best to prepare this as a written document in the form of a justification document.

2.       Communication is a key part of the process and must be carefully planned to ensure it is done effectively, there may be certain considerations such as how to communicate to those who are on maternity leave for example.

3.       Plans should be communicated whilst they are still at an early stage to ensure input and involvement from the team, but only once preparation and investigation has been done, to minimise unrest

We have supported many organisations through restructures over the years and their people have remained engaged throughout that process, which is key to minimise disruption to the business. If you’re planning any changes and would like to talk this through in more detail, please contact us.