Revanth is a B2B Marketer who has a definite flair for outreach and networking, alongside being a prolific writer. As an author, he enjoys exploring all things related to about digital adoption and transformation. When the B2B Marketing ninja mask is off, Revanth is an ardent tech geek, a lover of road trips and sports enthusiast who plays badminton, cricket or any sport, really!
- Why is change happening now?
- Will I keep my job?
- How does this affect my job?
- What if I have concerns about reorganization?
- What are my choices?
- Do these changes happen immediately?
- Will my salary change?
How to manage through a reorganization
Questions employees might ask during a reorganization
Company reorganizations often lead to restructuring of jobs, staff and responsibilities. Employees want to know their jobs are secure and how their roles might change throughout the process. Addressing their concerns and keeping them well-informed can prevent surprises and allow them to embrace the change. Here are questions employees ask during a reorganization:
1. Why is this happening?
While company leadership might have been planning a reorganization for months or years, the change might seem sudden and surprising to employees. Some employees might view the change as a sign they are doing something wrong. As a manager, explain to your staff the external factors that have led to the reorganization. Reassure them it is not a reflection of employee performance. Rather, it is an opportunity to improve operations and profits, and both the company and its employees can benefit from the reorganization long-term.
2. Will I keep my job?
Often, an employees first concern about restructuring is if they still have a job within the new organization. They want reassurance of continued income so they can remain financially secure. Whether you expect the reorganization to include layoffs or restructuring of roles, be honest with your employees so they trust you throughout the process.
If you cannot promise an employee they still have employment with the company after reorganization, such as during a merger, tell them about their compensation options. These might include severance packages or career services.
3. How does this affect my job?
Some employees jobs might stay the same after a reorganization, while others change significantly. Clearly explain how you expect each employees role to develop so they can prepare themselves for it. Consider changes such as:
Each employee reacts to major changes like these differently. Try to give them a clear vision of how their future role in the organization might look and how the company plans to achieve these changes.
4. How can I benefit from this?
While employees might understand how a reorganization can help increase a companys revenue and productivity, they might wonder how it benefits them personally. Explain that the companys success directly affects each employees success. The potential benefits of a reorganization include:
Emphasize the importance of working as a team to introduce these changes and, as a result, everyone can benefit.
5. What if I have concerns about reorganization?
Employees might not immediately recognize the long-term benefits of reorganization, or they might view it from different perspectives than management does. Make sure you clearly explain the business reasons for restructuring, so your employees understand why it is necessary. Then encourage them to share their opinions or concerns. You might be able to clarify certain details or provide reassurance.
An employee might also identify a challenge or an obstacle management had not considered when planning the reorganization. This could be an opportunity to address it and show your employees you value their opinions and welcome their feedback.
6. What are my options?
Employees want to feel like participating in the companys reorganization is their choice. Give them the freedom to decide whether they want to continue working for the company under its new structure or mission, while emphasizing how much the company values their contributions. Also encourage your employees to be patient and reassess their feelings and options throughout different phases of the reorganization:
A decision they might have made when you first announced the reorganization might differ from the decision they make after the process is complete.
7. Do these changes happen immediately?
Employees typically learn about a reorganization immediately before it happens or when the early stages have already started. As a result, they might feel surprised, rushed and stressed about the changes. Describe each step in the reorganization process so they understand how quickly it might progress. Explain why the company needs to change quickly to stay competitive in the market and minimize lost time and revenue. Avoid forcing employees to change, and allow them to adapt at their own speed.
8. Will my salary change?
If a reorganization requires an employee to perform new job responsibilities or learn new skills and processes, they might worry about doing more work for the same salary. Emphasize that the long-term goal of the reorganization is to create more balanced workloads and efficient processes and that everyone is experiencing a similar learning period. Also highlight the potential for job growth and raises if the reorganization is successful.
What is a company reorganization?
A company reorganization, also called a restructure, is managements decision to make a significant change in how the business operates. A reorganization can be a change in:
Startups often reorganize after growing and learning how they need to adapt their business model. Established companies might go through reorganizations to improve brand recognition or increase profits. Other reasons for a company reorganization might include:
When done properly, reorganizations can re-energize staff and improve business.
Tips for managers during a reorganization
Here are a few tips to help ensure a smooth company reorganization, retain top employees and keep your staff happy and motivated:
FAQ
How do you handle reorganization at work?
- #1: What do we stop and what do we continue doing?
- #2: Is this change needed?
- #3: How do we start?
- #4: How would you ensure that everyone involved is well-informed about the change?
- #5: What are your high-level goals and when do you want to accomplish them?
How do you communicate with staff about a restructure?
- Honesty and transparency go a long way. …
- Communicate with employees as they navigate how to deal with a company reorganization. …
- Consider what success looks like under the new structure. …
- Help employees adapt and calm concerns about jobs.
What are the common challenges when organizations go through the restructuring process?
- Be prepared. …
- Communicate early and often. …
- Encourage open, transparent discussion. …
- Handle any potential layoffs quickly and with dignity. …
- Don’t forget customers and other stakeholders.
