Making Changes Smoothly and Without Drama
Plan a smooth restructure that enhances the business and allows the future to be tackled with confidence.
Sometimes it is essential to make changes in your organisation. Markets shift, customers demand more, technology advances and business practices move along. It is imperative that organisations stay ahead of the game and adapt to rapidly changing environments.
Making changes within your organisation to meet these challenges can often involve difficult decisions that will affect your people’s employment.
It is not just the human side of the changes that can keep you awake at night, but also the legal risks involved. Additionally, a badly handled restructure does your employment brand no favours. A badly handled change initiative can sully how attractive your business is to work for as well as negatively impacting on your current team’s satisfaction, engagement and retention.
Successfully navigating your way through a restructure, relocation or major system or process change requires expert planning and careful implementation. A fair process throughout is essential.
Once the decision is made to explore the possibilities of a change, then a proposal needs to be developed which explains the background, provides the genuine commercial reasons and provides a justification for the proposed changes.
Any changes contemplated must be for a genuine commercial reason.
A key element to be aware of is that from the moment a change idea is conceived until after all relevant feedback has been received is that it is only a proposal. Only after a fair process has been conducted, and all relevant feedback received and carefully considered can a decision on the proposal be taken. Up until that time the change contemplated is simply a proposal, nothing more. This is still the case even if you’re facing a certain change – for example, the lease running out on a premises meaning that some sort of change is inevitable.
The people affected need to be provided with a fair opportunity to provide their response to the proposal. If redundancies are a possibility then all alternatives to redundancy need to be explored to see if any people affected by the changes could be accommodated elsewhere in other roles, or other working arrangements introduced.
Once the decision on the proposal is made, then those affected need to be informed.
Throughout the process everyone affected needs to be treated with the utmost care and consideration. Suitable support in the form of the offer of counselling and CV/career path assistance should be offered to those affected. This will reduce your risk, but also ensure you are acting as a good employer and looking after your employees.
Because the discussions that are held are confidential, it can be difficult to maintain the engagement and morale of the rest of the team in the organisation as they naturally want to know what is going on. However, there is little choice but to wait until the whole process is completed before information like a new organisation chart and role descriptions can be shared.
If your Company is committed to creating a work environment where open dialogue, honest discussions, trust and fair processes are nurtured and promoted as part of the organisational culture, you and your team are most likely to come out of a restructuring process with a sense of optimism.
Following these guidelines should help you emerge from any change program with minimum risk and ready to take on the future with confidence. Positive People are well experienced in guiding, assisting and providing support to companies who need to make changes. Contact us today at email@example.com or 09 445 1077 to discuss the details.