“In a chronically leaking boat, energy devoted to changing vessels is more productive than energy devoted to patching leaks.”
Change can be unsettling for most individuals and organisations which is why in a restructure planning is key; planning to ensure that the change process meets the organisation’s needs but also to ensure that the organisation continues to function during and beyond any structural changes. Importantly, to enable the inception of the correct plans and to guide your organisation to the correct new model, understanding the objectives of change or restructure will greatly enhance the success of the project. So how do you gain that insight to the objectives of change?
Start by asking the right stakeholders this question; what is the ultimate goal to be achieved?
Where possible get the stakeholders to draw how the organisation may look structurally after the change. Once you have this information create a ‘business rationale document’ containing high level strategic aims, implications of change, timescales and impact to roles and responsibilities.
Play Devil’s Advocate
Where required take it back to basics; look at job descriptions and job titles of the current and proposed organisation model. As a HR Business Partner, play devil’s advocate with your senior management team and test the water to ensure distinct differences in the new roles and responsibilities versus the old. You can be sure that employees will, so doing this in a safe environment will help you and your line prepare for questions likely to be raised in the consultation meetings. Collate your questions and answers as these can help formulate your FAQ documents.
Confirm your consultation process and the legal obligations if you have redundancies as a result of a restructure. Ensure you inform the Secretary of State by submitting a Form HR1 if you are proposing to make more than 20 employees redundant. In addition ensure you follow the appropriate consultation periods for over 20 staff. In the absence of legal requirements businesses are required to ensure ‘meaningful consultation’.
Communicate to all
Create communications for every step in the process to ensure consistency and support line managers. Map these communications to timescales and consider the locale of your organisation for Companywide announcements. Remember the importance of covering the whole business regardless of whether they are affected or not. Teams unaffected will still be concerned about their role security and for business continuity communication with these teams is vital.
Do not presume that Senior Managers are comfortable or have been party to a similar process before. Sensitively reassure and coach them on the process and their part and be available to answer questions that arise.
Create as much documentation in advance as you can. Including, scripts, proposed selection criteria and job descriptions, ensuring that the consultation process does not appear as a foregone conclusion.
For more information about how Solve. can support your business to successfully restructure call 0131 300 0433.