Organisational change is often needed in order to meet company aims, but major layoffs do not always make this a happy prospect for staff.
As for the managers in the company, they surely has to work together with HR staff who help employees accept and support the organisational change by restructuring strategy. A successful change management should be adopting proactive manner to make it more effective. Started with a plan of communication session, a road map for those who are acting as a sponsors for the business change, and well-designed program of systematic and integrated training.
Develop a Strategic Plan
The creation of your strategic goals will provide outline for the way in which you want your business to progress and grow, identify risks and threats and set up strategies to counteract them; a SWOT analysis might be conducted in this regard to gauge strengths and weaknesses, opportunities and threats within the organisation. Think through how your organisation might seize the agenda and opportunities that markets create, through emerging technologies and customers’ unmet needs in new markets. Map these against your current business model and competency strategy; and use these as inputs to create the organisation that you want for the future. Then simply make it happen. Align these future inputs with your current business strategy, for highest value, and build the future organisation you want. Conduct listening sessions with each of your employees prior to designing your organisational structure, so you can discover their perspectives regarding how the business is run today as well as the ‘blockers’ or barriers that they are now experiencing. This will help your new design to meet their expectations, leading to more acceptance to change.
Communicate the Plan
Once an organisation commences a restructuring exercise, it’s easy to see everybody as numbers and lose sight of the fact that there are people behind the numbers. If you’re leading or overseeing, communicate frequently and openly by being available in real time. Letting your organisation know the plan will help to make the process less anxiety-provoking, and everyone will be on the same page. Communicating with your company means not only sharing what the new structure will look like but also why this restructure is important. Help managers lead by communicating changes more confidently: provide them talking points and role-play with their own employees to help them make the conversation more comfortable so that it will stick, and increase supporters for your project while increasing resistance.
Implement the Plan
It is common for changes in organisations to focus on reducing costs or increasing efficiency – through downsizing, new reporting structures or changes in department set up. Whatever the motivation behind restructuring, its affect on employees needs to be communicated clearly and effectively. So as part of this process it’s important to create a senior leadership ‘A team’ capable of advocating transformation. This can be done via early identification of ‘change champions’ among managers. Keep your implementation plan alive. Rating the impact and urgency of changes keeps them in focus and illuminates potential clashes. Breaking tasks in ClickUp Lists enables visual monitoring of the status (progressing, stuck, complete, etc) through various views so that everyone knows what to do to make it work.
Monitor the Plan
After the changes have been introduced, it is important to assess their impact and where they may need further work or improvement, hence presenting your company on an upward trend. It’s also necessary to ensure continued support for employees such as updating training programmes to teach new skills, as well as providing other career counselling services to help them find their way within your organisation. To keep track of your organizational restructuring plan you can also use the Board view in ClickUp. You can use custom views to look at it from a different angle – and perhaps you want one for every stage, such as ‘Timeline’, ‘Calendar Gantt Chart 3 Phase Plan Status Board’, etc. Finally, with some click-up links, collaboration tools can actually make a team of people grow closer together!
Support Employees
Be supportive during this critical time and assure your transferees are equipped with all the tools, resources and insight to perform at an elite level. Internationally assigned employees can have a hard time grappling with new impulses; it’s important to outline your understanding of their apprehensions. Leadership communication, Q&A sessions and giving employees a voice in these matters also help to alleviate tensions and maintain morale throughout the restructuring effort. You might consider offering them workplace health programs, counselling sessions and contact information for community support services. If there is a layoff component to the restructuring effort, be sure to communicate a clear explanation about why the layoffs are necessary and how they will be filled.
