The Best Way to Handle a Restructure

restructure

Has your company recently gone through a restructure?

There are more and more news stories about businesses making changes to prepare for a post-COVID world. Sadly, for some places, it’s meant some people have lost their jobs. While in other companies, they’re in the process of creating new roles as they attempt to get back on their feet and start over.

A restructure can be bittersweet. It’s sad to see people leave the organisation. But it also means that the business has a plan moving forward. That is something to get excited about.

If your company is going through a restructure and you’re not sure how to feel about it, here are the best ways you can handle it and contribute to the success of the business.

Understand the Plan Behind the Restructure

When a restructure is announced, it normally fits into a bigger plan. Some businesses will just look to cut costs and expect the remaining staff to pick up the extra work. This is a bad company move, and you should leave if you can.

But a good restructure will have a plan behind it. In order to move forward with the business, certain alignments needed to be made. Find out what the strategy behind the restructure is. If you learn what success looks like for the company, then this helps give you direction on what you need to do to contribute to it.

Speak to your leader about what the next 12 months, three years, and five years look like. They may not be able to answer all of it, but they should have an idea where the company is headed. Then it’s up to you to formulate a plan on what you’re going to do to ensure that goal is reached.

Don’t Wonder if You’re Next

This one is easier said than done.

When colleagues are exited from the building, sometimes you can’t help but wonder what does this mean for your fate. You can lose sleep over it and agonise at your desk while you wait for the tap on the shoulder or a meeting request from HR.

Needless to say, this mindset is unhealthy. While you’re losing hair over whether or not you’re going to get fired, your performance is slipping, your staff are underperforming, and your manager is looking at you as to why you’re not doing anything about it. In other words, you’re giving them a reason to consider getting rid of you.

So get on the front foot. Double down on your performance and your people. Make yourself unfireable by being the best team or worker in the business. But don’t just focus on yourself. Look to improve those around you as well. This will get the attention of management and will demonstrate your value to the organisation.

Evolve With the Business

A restructure is another evolution of a business. This means you need to evolve with it.

Everything you did under the old structure needs to get reviewed. It may not be relevant anymore. The new leaders might have different interests and expect different results from you.

Don’t rely on what used to work or how you previously performed tasks. You need to evolve with the new direction the company is taking. You don’t want to be stuck in the past while the rest of the business has moved on.

Look for Ways to Improve Yourself

As the business has a new plan for the future, so should you. This might include looking at your skillsets, then evaluating what’s missing and what needs improving.

Have a chat with your leader about where they believe you should focus your efforts. Should you double down on your existing strengths and try to develop them further or are there skills that you lack that are going to be needed for the future of the business?

Whatever it may be, you should start exploring online courses, degrees, and anything else that can help broaden your skills. Dedicate at least one day a week on improving yourself. It could be a couple of hours every day or blocking out the entire eight hours. But make sure you’re consistently using the time to upskill.

Stay in Contact

During the early stages of a new transition, there are normally a lot more meetings than usual. Management will make attempts to ensure change is as seamless as possible by over-communicating and trying to keep the staff on side during a challenging time.

But once that stops, you need to ensure that you stay in communication with the important leaders. You want to ensure you’re delivering to their expectations. It’s also worth knowing if there are any new potential opportunities that you can contribute to or a change in direction that has not been broadly communicated.

The more you’re in the loop, the better you can help steer the ship with your team. You should be keeping them updated as well. The more they know, the more ideas may get generated to help further progress the organisation.

How to Lead Through a Restructure

A restructure can be a difficult time for the people in any organisation. But once you’ve finished grieving for any friends who have been let go, use the changes as an opportunity for a fresh start. Find out what success looks like for the new management team, understand how you can contribute to it, and get your own team board so you can help lead the business to a bigger and brighter future.

If you need help leading through change or managing a new team, then make sure you’re following the Better Boss Blog. You’ll find tips, tricks, and advice on how to handle any type of situation that occurs in the workplace. Follow pwf services on Instagram, Facebook, and LinkedIn as well for even more advice on how to handle restructures and more.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: