Altering your company’s organizational design is not a decision you can take lightly. There is a reason for your current structure, and making changes to it will ruffle some feathers. Whether you want to shuffle the deck and rearrange how departments are structured, introduce a more efficient workflow, make a change to current structures and systems, or simply make a few adjustments, you need to tread carefully and have a solid plan in place.
People are naturally resistant to change (any type), making it essential that you provide a step by step plan explaining why you want to make changes to your organizational design, what the changes are, who they will impact and when the changes are to take place.
7 STEPS NEEDED TO CHANGE ORGANIZATIONAL DESIGN
Here are the steps to follow when making a change to your organizational design:
1. GET THE SUPPORT OF MANAGEMENT:
Getting management on board with the changes is a vital part of creating a successful organizational design change.
2. CREATE A CASE FOR ORGANIZATIONAL DESIGN CHANGES:
What is changing? Why are you making changes? What is the benefit of these changes? Does data support the change? Be prepared to make a strong case for the proposed changes.
3. GET YOUR EMPLOYEES INVOLVED IN THE PROCESS:
If you want your employees to get on board, you need to involve them in process. Explain the process, request feedback, and get employees involved or you risk them rejecting the new design.
4. ESTABLISH OPEN COMMUNICATIONS ABOUT DESIGN CHANGES:
Design changes take time to implement. Maintain an open line of communication about what is happening and when it is happening. Don’t allow for speculation and rumors to get started.
5. IMPLEMENT THE NEW ORGANIZATIONAL DESIGN:
Have a detailed plan for how organizational design changes are going to be rolled out. Will it be all at once? Over a specific timeframe? A well thought out implementation process will limit issues and frustration.
6. REVIEW THE NEW DESIGN CHANGES:
Once a new structure is in place, allow time for review and feedback to assess how the new processes are working. Expect adjustments to be made.
7. ELIMINATE BARRIERS AND ISSUES:
Issues are bound to arise. Give your employees the tools and support they need to eliminate barriers and issues with the new design.
LEARN MORE ABOUT EFFECTIVE APPROACHES TO ORGANIZATIONAL DESIGN:
Jesse’s role with AugmentHR is to seek out organizations that can truly benefit from our unique approach to solving HR and talent acquisition problems. After 17 years in the recruitment industry, Jesse is driven to educate on more efficient and cost effective ways to approach hiring. Jesse has worked in every facet of talent acquisition: staffing, corporate, consulting, and as an independent contractor. He has a keen interest in helping others and spends much of his time volunteering with non-profit organizations, like CivicAction, 360Kids and Treble Victor Group. Always on the move, Jesse fills the rest of his free time competing in a variety of sports. Jesse is a former 5 time Karate Ontario champion, military biathlon champion, and an Ironman triathlete.