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4 ways to survive a restructure

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“Cost-cutting exercise”, “strategic reorganisation”, “re-allocation of resources”: These are the dreaded catchphrases which spark an atmosphere of stress and anxiety in any organisation.

Performing a detailed analysis of the company’s policies and goals, coupled with added administrative burdens, force employers to shift from their routine tasks and devote more time and energy to this corporate upheaval.

On the other hand, shifting into new roles and responsibilities, reporting to new bosses and working with different teams can cause immense discomfort for employees themselves.

For any business to perform optimally, a revaluation and analysis of its structures and resources is key, as seen by the various frequent restructuring exercises performed by organisations worldwide. Here’s a list of things to take note of while easing employees – and yourself – into this process:

1) Clear communication

Getting a good grasp of altered company visions, goals and objectives is the primary responsibility of any employee in an organisation which has undergone a recent shift in structure.

Being proactive and voicing out concerns and opinions is a good way to avoid any miscommunication. Likewise, communicating these changes clearly is key for company heads, for without it, there will be massive confusion regarding what the business is ultimately aiming for. This is a good practice to follow anyway, but it becomes even more important in such instances.

2) Support

Understand that everyone is going through these changes, so they are probably struggling to get used to them as much as you are. It is important for employees at this stage to show awareness of the importance of being part of a team, and working together in understanding corporate shifts.

At the same time, leaders need to be more conscious of motivating staff and putting in more effort to understand and resolve the problems they are facing. This will ensure a reduced negative impact on productivity.

3) Take up challenges

Not being afraid of change is an important axiom to follow amidst a restructure. Employees should welcome and embrace possible alterations to their role and demonstrate their capabilities to live up to expectations. After all, changes in roles are made keeping in mind the potential of employees.

While performing a restructure, bosses should also be well-versed with performance levels of employees and not be afraid to stretch their capabilities in order for the company to perform better.

4) Network

Having good camaraderie with fellow workers is a good way to beef up the quality of one’s work experience, but it becomes even more essential in times of change. Be aware of everyone around you, what their roles and responsibilities are and how they have changed.

This will foster a better understanding of company’s new policies and visions and will help in attaining those new goals.

Likewise, bosses should increase communication channels and get to know their employees better. This will not only help in the restructuring process, but will also improve relations between the two, paving the way for a more efficient workspace.

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