You can implement change without disrupting the operations of the organization.
Employees deal with reorganization in different ways. While some people may find it liberating, most employees look at it in a cynical way. Some may even feel uncertain about what the future holds for them. Needless to say, whenever there is a reorganization plan lurking somewhere in the future, most employees cannot help but feel anxious and skeptical – especially if they do not understand the reason behind the impending move.
Contrary to what most people believe, most managers do not plan to reorganize without a valid reason. However, it may look that way if management fails to communicate the reason for the change. When this happens, it may cause confusion and disruption of work throughout the organization.
Here are some of the most common reasons why companies choose to reorganize.
- There is a void left when a key person left the company. Leadership changes, break-ups and spinoffs necessitate the need for a reorganization.
- There are problems in the current structure resulting in unfinished work or low quality output.
- The existing structure is not designed to support new business objectives. This usually happens when management plans to grow the business by expanding into new locations or markets or is developing new technologies and product lines.
If there is no other solution but to reorganize your company’s structure, here are some strategies you may want to consider to accomplish your objectives without creating chaos.
- Foster involvement. Involve the leader of the department and representatives of the management team in the process to ensure maximum inputs without slowing down the process.
- Develop a strategy. Before you start messing up with the current structure, you need to make sure that you know what your goals are and that you have a sound strategy in place. Set your criteria by listing all the problems you are trying to solve and weigh them according to priority.
- Come up with several alternatives. Keep in mind that there is no perfect alternative so come up with multiple options and weigh each one against the criteria that were previously set. Take your best alternative and develop an action plan to address any problems that may come up in the foreseeable future.
- Communicate. Aside from telling your people that there will be changes in the company’s structure, you should also tell them the reason behind your decision. Let them know about the alternatives that you have considered but decided against, and acknowledge the flaws of the final design that you will be adopting.
- Ask for your team’s support. Tell your team that you need their help to make this work. Welcome their suggestions and use their input to fine-tune the final structure.