How to Successfully Support an Employee Mindset Change when Implementing an Organisational Restructuring Plan
October 2013
The contemporary economy demands constant change and innovation.
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Accomplishing successful change initiatives and innovation execution, more
often that not, requires organisational restructuring.
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This restructuring can range from a simple departmental reorganisation to a complex
company restructure.
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No matter the level of complexity involved in reorganisation, there must be a plan in place to handle the people issues that are
intertwined with change.
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Employees find change difficult and uncomfortable. This is especially true for
someone who’s worked hard to gain position and power under the former
structure of the organisation.
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So, how does an organisation successfully implement reorganisation
or restructure?
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Success hinges on quality planning, clear and frequent communications, and effective strategies to embed new
mindsets and behaviours.
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The following slide shares four steps for supporting a mindset change, or acceptance of change, around a
reorganisation.
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Four Steps to Support a Mindset Change
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• Include Line Leaders in Organisational Design
• Arm Leaders with Skills to Communicate Changes
• Prepare for Questions
• Create an Environment of Transparency
Include Line Leaders in Organisational Design
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Ask line leaders to break down key functions and roles, calculate budgetary implications, create a new organisational
chart, etc. to encourage inclusion in change.
Arm Leaders with Skills to Communicate Changes
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Report directly to line leaders to ensure they have the knowledge and know-how to communicate changes to team members.
Prepare for Questions
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Ensure redundancy, redeployment and recruitment policies are agreed to prior to embarking on employee conversations.
Create an Environment of Transparency
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Minimise employee resentment by guaranteeing transparency within the
process of managing selection and appointment of new organisational roles.
As you can see, a successful change strategy includes a thorough
communication plan, clear and consistent messages, and systems that support the
changes.
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The results?
Less employee pain, effectively embedded change and successful
reorganisation.
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A very important item to remember:
Desired results can not occur without empowering your leaders and equipping
them to communicate and handle uncomfortable conversations.
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Our change management team can help ensure your leaders are properly equipped
to succeed.
Learn more at: www.wiserchange.com
/products-services/education-programs/
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Questions? Contact WiserChange™
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If you have questions about developing your leadership voice or change management, please contact the WiserChange™ team.
P: +61 2 99551212
www.wiserchange.comFacebook.com/WiserChangeConsultingLinkedin.com/company/wiserchange@Wiserchange
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