It can also be helpful to capture feedback or concerns that staff do not want to raise aloud: for example, by setting up a confidential email address or through regular net-based surveys. In our view, it makes sense to think simultaneously about engagement with employees and other stakeholders—unions, customers, suppliers, regulators, and the board—but Sure, you might have a few employees start looking elsewhere, but they’re likely to be employees who would be looking, anyway or who realize their roles are redundant within the new company structure.

Andreatta explains that there are three categories of people who take part in the workplace change journey. Second, you need to be clear on what staff want to know. Iain Conn, the chief executive of Centrica and former chief executive of BP’s downstream segment, who has led three major reorgs, told us how important constant communication is: “You need to treat people with real respect and dignity, telling them what is happening and when. In this article—based on the new book Oil & Gas Risk Marketing & Sales Article Nothing their leader has said counters the negative impressions they formed at the water cooler. Even if the change affects only one other person, communication can be easily distorted. The team came up with a simple vision focused on customer service. Operations tab

Organization Metals & Mining @jmillermerrell #SmartTalkHR @RiseSmart https://bit.ly/2H1orKM However, relying on a small team of smart folks to design the details is even more hazardous. Gentle, but honest. We'll email you when new articles are published on this topic. Many cases of restructuring involve downsizing.
What do you expect me to do differently? You should never forget that you should be communicating to both employees whose jobs may be at risk and the vast number of employees who will stay with your company and make it successful.” If all leadership team members are prepared, transparent, and comfortable speaking about the process, you’ll avoid some of the consequences of poor employee communication and ultimately retain a positive employer brand. Improving your odds of success for large scale change programsHelping you embed technology where it unlocks the most value for your organizationEnabling your people to accelerate and sustain the changePractical resources to help leaders navigate to the next normal: guides, tools, checklists, interviews and moreOur mission is to help leaders in multiple sectors develop a deeper understanding of the global economy.Our flagship business publication has been defining and informing the senior-management agenda since 1964.Practical resources to help leaders navigate to the next normal: guides, tools, checklists, interviews and moreLearn what it means for you, and meet the people who create it Through communication that is frequent, clear, and engaging because it involves people in the org-design process itself.

For example, Lawrence Gosden, the wastewater director of Thames Water, the United Kingdom’s largest water utility, covering London and much of the southeast of England, engaged 60 members of staff from a cross-section of the company, including the front line, in shaping the organizational design: “We put them in a room with a lot of diagnostic material on the external challenges and some great facilitation, with the idea of stretching thinking on how we should solve the challenges of the future. Interview The template includes the following sections: Documenting the current and future responsibilities of the employee. But when they reach around 1,000 employees and above, you start to see reductions in productivity per person as communication breaks down. Travel, Logistics & Transport Infrastructure McKinsey Insights - Get our latest thinking on your iPhone, iPad, or Android device.

In the first trap, the leader of the reorg thinks everything should be kept secret until the last moment, when he or she has all the answers.

This is one of the many situations where workplace neuroscience and leadership can help.Dr. You’d be surprised how many staff members appreciate honesty and how quickly it can starve the rumors. Pharmaceuticals & Medical Products

The goal isn’t necessarily to soften the blow for your employees, but to help them understand what lies behind your company’s business decisions, and emphasizing that the decisions are not made personally, but emphasizing that your company recognizes the personal impact these individuals have made. Select topics and stay current with our latest insights Regardless of the reason for restructuring, it’s imperative that your company consider your workforce and the potential impact on your employment brand during the restructuring process.Restructuring usually comes with a displacement of employees through layoffs and early retirements. When proper communication plans are in place, though, leaders can at least reduce unnecessary anxiety and unproductive wheel-spinning.
Chemicals Fewer leaders, however, devote significant time to other stakeholders.

Retail

Your HR leaders must be change agents, and your company should ensure that your leadership team is communicating often, sharing what it can about stabilization @jmillermerrell #SmartTalkHR @RiseSmart https://bit.ly/2H1orKM


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