Resize

Euphemisms are rampant when discussing resizing processes. Whether it is called a downsizing, layoffs, reduction in force, or workforce optimization, the fact is that the ultimate health of a company can depend on resizing some departments.

No matter the reason or desired outcome of the resizing, it requires an accurate assessment of employees’ current roles and potential for other roles. Which is exactly why data serves as the foundation from which an entire resizing strategy & process can be implemented.

When employees know exactly what to expect and that they will be fairly treated, a resizing process can avoid a lot of the typical frustrations and unforeseen consequences that plague opaque processes.

Questions? We have answers.

Key Steps: Resize, downsize, reduction in force

  • 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. RELEASE EMPLOYEES AND ANNOUNCE 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