Considerations When Approaching An Organisational Restructure
With the impact and uncertainty due to COVID-19 at this time, businesses may be needing to reduce costs and restructure the organisation. This process will ensure that a new structure is designed no only for continuity, but also to set them up for the next stage to future growth.
When tackling an organisational restructure, remember:
- The vision and goals of the new structure or organisation will need to be determined to keep focused and on track. Without this guiding vision, the restructure may end of up confusing, time consuming and costly.
- Communication and consultation during an organisational restructure will assist when it comes to implementing the new structure – before, during and after. Employees need to understand why there is a need for restructuring, what impact it will have, and what the vision will be moving forward.
- Identify key roles and key skills required and any talent shortages that will need to be addressed.
- Focus on trying to keep the right people within the business as much as possible. The right fit and mix of people will be needed in the future.
Eliminating positions is one possible response, and depending on the financial aspect of the business, another option is for work to be rearranged or employees to take on different responsibilities – but again, this will be guided by the vision.
Restructuring is unsettling for all employees, so it is important that remaining employees are engaged and motivated to move forward.
Finally, it is important to review that its working the way it needs to!
HR Business Direction can assist with preparing for redundancies or even conducting redundancies. If you’d like to know more, contact us here.
Leisa Messer BBus(HRM); GradDipIR; FAHRI; IRSQ
Managing Director | HR Strategist
07 3890 2066