Every business has a team structure, but it is not meant to be forever. Restructuring can be a solution to certain problems in your company. When a business starts to develop, restructuring your organization is always possible. So, don’t think this is a bad idea to change the team structure in your business or organization. If this is a good way to improve your business, then go ahead.
Why You Need Restructuring? One of the reasons why restructuring needed is because the existing structure can’t bring your organization to the next stage or it can’t fulfill the needs of customers properly. Changing the structure simply means that you put the people in your organization in different roles that you think are more effective. If new roles needed, you can also add them or even combine them into one with the other new roles or the existing roles. When adding is possible, then cutting does the same thing. Take away any roles that are inefficient.
Why Sometimes Restructuring Is Unnecessary? Remember that restructuring is used only for addressing the issues in your business dealing with the customers or other things related to your business development, not to fix any issues in your employee’s performance. Addressing the performance of your employees can be done by managing it, not by changing the whole structure. So don’t just pick any reason, but ensure that your reason is truly genuine. Understand your reason is also important because you need to state it later in your proposal. Some acceptable reasons for restructuring include financial issues, offerings changes, brand realigning, removing a department and many others.
How to Do it Properly? There should be a long process to do restructuring since this will include many people inside the organization. It means that you can’t decide everything by yourself. The proposed new structure would get some suggestions and feedback from the employees and you must accept all of them to reconsider what makes the best restructuring. During the process of restructuring, some information about your business and employees should be protected.
When It Goes Right and Wrong? When you are restructuring your business to suit the changing of your customer’s needs by adding more new roles and cutting some existing roles. Your restructuring plan is successful when it can be easily accepted by the team members due to the acceptable reasons and easy-to-understand information. When your proposal is informative, filled with all required information the team members need to understand the new structure. So, if you want to end up with a good result, then do it right from the start.
Restructuring goes wrong when you don’t accept any feedback or suggestions from your employees especially from those whose roles are replaced or changed. Every feedback should be considered because they might know other better solutions to address the business’ issues. So don’t think your thoughts are always better because the other team members might have broader ideas to effectively make the business better. One of the techniques in restructuring is that you shouldn’t always change the person in each role, but you can still use the same person for different roles if the new and old role is almost similar. This will make everything easier. However, if you need to cut down certain roles since you think that one role of the same kind is already enough, and then you must provide the criteria for selecting the employees in the proposals specifically and clearly. Talk with an expert when you think you can’t do this right since this matter is quite challenging. Before restructuring, put some things into consideration because this is not all just a matter of personal opinions or thoughts.