5 Steps to Prepare for Your Company Restructure

Bayt.com, Contributor, Sep 28 2017

Change can be uncomfortable and nerve-wrecking. The idea of the unknown and the unfamiliar leaves us both intrigued and anxious. It is a part of human nature to feel apprehensive when faced with change, especially because we are creatures of habit, bound by what we find comfortable. This is especially true in the workplace, where stability and consistence provide ease to employees and employers alike.

If you are a figure of empathy, comfort, and support such as an HR professional, or a figure of authority, structure and leadership like a manger, you’re probably wondering how you can ready yourself and those around you for an upcoming shift. Have no fear for Bayt.com, the Middle East’s #1 Job Site, is here to give you support every step of the way. Detailed below are five, fail-safe pointers that will ensure you feel equipped and prepared for what’s yet to come.

Plan, plan, and then plan some more
Restructuring a company is no easy feat. It is a process that becomes complete only after a lot of thought and strategies have been put into it. While it isn’t easy when top management decides to implement major changes to the company’s structure, it is your role as an HR professional or a team leader to create a plan that assists employees in preparing for any new roles they might be taking charge of.

Here are a few things you will need:

  • Create new job descriptions, with clearly outlined tasks and outcome expectations.
  • Prepare for the needed professional development, including training courses or training sessions, for all personnel who will be taking on new roles.
  • To clarify who will be reporting to whom, design a new organizational chart that reflects the change.

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Admit to the change
Another critical step is being fully honest and admitting that change will occur in your company. If you deny that this change or restructure will affect the organization, your employees will not accept and embrace it either. The best strategy for you to deal with change in an efficient, organized manner is to put yourself in the employees’ shoes. Recognize the way the company restructure is going to affect you and them and share that feeling with others. By connecting with your employees on an emotional and professional level and empathizing with whatever mixed feelings they may be having, you can show them that you relate to them and that they are not alone. Here are a few steps to relate to your employees:

  • Make employees aware of how the restructure is going to affect your job and how you intend to cope with it and process it.
  • Relay to your employees that while the change is not going to be easy, it will be a smooth process due to the carefully thought out and detailed plan that you have developed.
  • Reassure your employees that all their needs and enquiries will be addressed throughout the process and that you will lend an ear to their concerns.
  • If, for any reason, part of the restructure involves letting employees go, be honest, straightforward and clear with them about it as soon as possible. The more time they have to process their feelings and begin looking for new job opportunities, the more secure they will feel. Be lenient and understanding. Make sure you give them ample time to adjust and find other opportunities. 

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Develop an effective communication system
For any business to be successful, healthy and optimal communication must be maintained. In the case of a company restructure, its significance becomes greater than ever. Whatever issues, concerns, increased pressure or demands that are left unaddressed will negatively impact your employees’ morale, performance, and job satisfaction. Detail the following points to every single employee and make sure they are taken into action:

  • Implement an open-door policy during the restructure and ensure your employees know that you are available to help them every step of the way.
  • Advise your team to communicate openly, honestly and immediately when they have an opinion or a concern so that they are addressed quickly.
  • Let your employees know that if they have any objections towards their new job role or tasks that they should speak up and make their objections known before it is too late to change the layout of the restructure.

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Make sure you’re equipped with your talent needs
Restructuring doesn’t necessarily mean that you will be cutting back on staff, because your employees will be responsible for new tasks and job roles. Rather, you might want to hire new personnel in order to assist with the new structure of your organization. Make sure you plan ahead for whatever talent your company needs so that you hire the necessary personnel in time for the restructure.

If you are seeking new employees for your restructure, you can check out Bayt.com’s job posting recruitment solution or conduct a filtered search of the millions of CVs in their database to find your ideal hire.

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Remain positive
In a working environment, attitude can be infectious. Humans are intuitive and empathetic, so if you are nervous and apprehensive, your employees will sense it. Because restructure involves change, negative energy is to be expected. That is why it is crucial that you set an example and remain positive and reassuring. Here are a few ideas to maintain and spread a positive attitude:

  • Undertake a team activity in which everyone can share thoughts and concerns and have them addressed by the new manager/supervisor. A good way to do this is the fishbowl technique, where employees can choose when to enter the circle (or bowl) and participate in the discussion. Employees can also choose when to leave the circle and free up a space for someone else to fill.
  • Remind each and every employee how vital their new role is for the continual success of both the organization and the employee.
  • Map out the direction of the company and always revisit employees’ goals and career plans at the company.

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