Navigating through a business restructure is a complex task, especially when aiming for a positive transition. In this guide, we walk through a roadmap to help business leaders consider key aspects for successful restructuring.

Establish a clear timeline

Initiate your restructuring process by defining a transparent timeline. Work backward from the intended implementation date, strategically allocating time for each phase. This approach ensures a seamless and timely execution of the restructuring plan.

Consider the impact on everyone

Restructuring goes beyond shifting positions, it profoundly affects individuals. Contemplate how these changes will resonate with each person in your organisation. Identify key stakeholders, involve them in decision-making, and prioritise open communication to foster trust and understanding.

Develop a robust communication plan

Effective communication is paramount during change. Construct a strong communication plan addressing concerns from various stakeholders. Maintain transparency about the reasons behind the restructuring and extend support to those facing uncertainty, fostering cohesion within your team.

Evaluate role necessity

Determine the necessity of each role within your organisation. Assess whether a role is genuinely redundant or if it could be absorbed by other existing positions, aligning your restructuring efforts with actual organisational needs. Move beyond eliminations by considering alternative roles within your organisation. Evaluate the skills and competencies of affected employees and explore opportunities for reassignment or upskilling, retaining valuable talent and demonstrating commitment to professional development.

Provide notice and consultation

Prioritise employee engagement by giving notice and consulting with them on proposed changes. This collaborative approach respects employees’ contributions, allows for valuable input, and makes them feel heard and valued in the decision-making process. Review existing awards and employment agreements to ensure compliance with and consultation requirements, redundancy provisions, or specific clauses related to organisational changes.

Prepare essential documents

Ensure all necessary documents are prepared well in advance, including meeting notices, details on alternative roles, and redundancy calculations. Having these documents ready streamlines the process, facilitates swift decision-making, and ensures compliance with legal or regulatory requirements.

Seek legal and professional advice

Given the legal implications often associated with employee restructuring, seek guidance from human resources, legal and professional experts. This proactive step ensures compliance, laws and regulations, mitigating the risk of legal challenges and safeguarding your organisation from potential pitfalls.

Conclusion

Business leaders possess the capability to transform employee restructuring into a positive experience. With a clear timeline, consideration for everyone involved, a robust communication plan, prepared documents, role necessity evaluations, employee consultation, a focus on alternative roles, and expert advice, successful navigation of change is possible.

About Employment Innovations

Employment Innovations is one of Australia’s leading providers of employment services designed to increase productivity and ensure compliance. Its services and solutions include all the tools that every Australian small to medium sized employer needs – including workplace advice, workplace safety, legal services, payroll solutions, migration, human resource management and HR software.

 

Disclaimer

The information provided in these blog articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend you contact Employment Innovations for advice.

 

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