How to Successfully Support an Employee Mindset Change when Implementing an Organisational Restructuring Plan

How to Successfully Support an Employee Mindset Change when Implementing an Organisational Restructuring Plan

October 2013

http://www.wiserchange.com/

The contemporary economy demands constant change and innovation.

© WiserChangeTM – Commercial in Confidence 2

Accomplishing successful change initiatives and innovation execution, more

often that not, requires organisational restructuring.


This restructuring can range from a simple departmental reorganisation to a complex

company restructure.


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.


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.


So, how does an organisation successfully implement reorganisation

or restructure?


Success hinges on quality planning, clear and frequent communications, and effective strategies to embed new

mindsets and behaviours.


The following slide shares four steps for supporting a mindset change, or acceptance of change, around a

reorganisation.


Four Steps to Support a Mindset Change


• 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


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


Report directly to line leaders to ensure they have the knowledge and know-how to communicate changes to team members.

Prepare for Questions


Ensure redundancy, redeployment and recruitment policies are agreed to prior to embarking on employee conversations.

Create an Environment of Transparency


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.


The results?

Less employee pain, effectively embedded change and successful

reorganisation.


A very important item to remember:

Desired results can not occur without empowering your leaders and equipping

them to communicate and handle uncomfortable conversations.


Our change management team can help ensure your leaders are properly equipped

to succeed.

Learn more at: www.wiserchange.com

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Questions? Contact WiserChange™


If you have questions about developing your leadership voice or change management, please contact the WiserChange™ team.

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P: +61 2 99551212

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How to Successfully Support an Employee Mindset Change when Implementing an Organisational Restructuring Plan