Reorg

Organizations are constantly restructuring to respond to new technologies, new consumer preferences, or market realities.

After all, sometimes incremental change is not enough to overcome difficult challenges, and transformational change is needed.

The challenge is that transformational change is complex, and despite the best efforts of corporate experts and academic researchers, successfully implementing change is often elusive.

Research consistently points to implementation risks that can end up frustrating employees and get in the way of delivering performance improvements.

Questions? We have answers.

Key Steps: Reorganization Process

  • 1. MAP THE “AS-IS” ORG STRUCTURE

    Gather all relevant HR data from across various systems. Filter the data to pick out the most important insights that can drive your change decisions.

    Recommended tools: OrgWeaver Map & OrgWeaver Design (get started for free)

  • 2. Document the "to-be" org structure

    Collaboratively define the new organization. Clarify the details to answer employees’ most pressing questions; “What is expected of me? Who do I report to?”

    Recommended tool: OrgWeaver Design (get started for free)

  • 3. IDENTIFY EMPLOYEES FOR NEW ROLES

    Two-way communication is essential to identifying employees who could fill new roles. Asking about competencies, skills, and location preferences in a compliant way works wonders.

    Recommended tool: OrgWeaver Map

  • 4. Match employees to new roles

    Select employees for roles in a transparent and engaging way in order to lower the risk of increased attrition rates.

    Recommended tool: OrgWeaver Match