When you are reorganized: 7 considerations

Early last year, I wrote about companies reorganizing as the Great Resignation hit. Leaders were forced to look at the organizational structure as people left at all levels. They had to figure out how to finish the work with fewer people.

Even before our current period, reorganizations happened all the time. Companies build up and splinter off, grow and shrink, centralize and de-centralize, looking for the proper organizational and leadership structure to grow, maximize profits and optimize efficiency.

I have been through my fair share of seat shuffling, as I am sure you have. Some have been very strategic and opened up opportunities for those in the group. Some have seemed superficial and did not yield a lot of positive impacts; they appeared to be change for change's sake.

I caution leaders on making reorganization decisions. Make sure these decisions are based on market facts, client data, and a complete understanding of culture, work, and strategy. I have witnessed too many shuffles to give a specific leader more scope, not for a strategic purpose. I had seen a move to a matrix structure before the foundations were stable. I had seen decentralization happen before any standards or processes were set centrally, which led to shadow organizations and inefficiency.

All of this said, if you are settling into your organization for a while, more opportunities could open up for those that remain. This could be an excellent time to make a career shift at your present company, which is a safe place to do that. They know you; they may be willing to give you a chance.

I recall one time I went through a significant reorganization when a leader left the company, and I was put under the CEO himself while he figured out where to put me. It turned out to be a highly positive change as he was very accessible to me, and I had a chance to learn from him and understand where the organization was going. After a few months, I was moved underneath one of his direct reports, but those few months were invaluable to me in getting a front-row seat to the strategy.

For most of us in a professional role where we are the ones being reorganized and not the decision-makers, how can we approach these changes? Not everyone reports to the CEO for a stretch, so how can we make the most of it?

1. Don't think the worst.

Our immediate reaction can be to get a knot in our stomach and think my job may be eliminated, and I will have to go into a job search. Not so fast. Do not assume you will be negatively impacted by being put under a new leader or combined with another group. Sometimes, things can stay relatively the same, but you report to someone new. Sometimes, having a new leader with new ideas or a new approach to the world you operate in can be positive. Significant changes like this can lead to stress, but take a breath and realize this could all be for the better.

2. Understand why.

Most of us have stress or a knot in our stomach because we don't have all the information we need to think about it rationally. There is usually an explanation for the change, and good leaders should give that summary to everyone impacted. If they don't, you are well within your rights to ask. Often, the restructure could save money by not backfilling a leader. It could be more efficient or inspire better communication if two groups reported to the same leader. It could be there is hope for innovation by putting groups together. Ask why the change. This should help quell the nerves.

3. Don't be a gossip.

Some of us are very good at keeping confidential information and our actual thoughts to ourselves. If you have a confidant at work you trust and tend to share private thoughts with, go ahead. But refrain from being that person around the virtual water cooler spreading unsubstantiated details about the change or spreading negative energy. People have enough to worry about today so steer clear from spreading rumors or sharing accurate information if it will hurt instead of help.

4. Know there could be more changes.

The reality with a restructure is there could be more changes. Suppose a new leader is taking over through hiring, shuffling, or consolidating. In that case, that person may spend 90-100 days evaluating the group, work, people, processes, and systems and make recommendations for further changes. Again, this may not be a bad thing. If at all possible, try and get involved and share your perspective. Not day one, but in the early days, schedule time with that leader and ask to share some of your observations or thoughts about the future.

5. Stay the course. 

Unless told otherwise, try to keep the status quo. While this is a significant change, keep doing your job well. Change is now our everyday life, but these changes can have a more substantial impact than some of the small ones that pop up. The best thing to do is to continue your great work unless your job is changing in the process. But even if it is, approach that new work with a great attitude and excitement. That gets noticed by leaders and will help you stay in a good place mentally.

6. Explore new opportunities.

As some of you may have noticed, people leaving create new opportunities for those that stay. Examine your options, and if there is something you want to do, don't be shy. Please express your interest in a different role, a new project, or a new area of operation. State your goals and figure out how you can add value right away.

7. Lead by example.

For those of us in a manager role, demonstrate these actions above and be visible. Stress is still at an all-time high. Then, add a major reorganization, and people may start to feel it even more. Lead first and have an open-door policy to talk to anyone who needs to vent, ask questions (even if you can't answer), or need to talk through some things. It is essential during these times that we all breathe and help one another.

Not all reorganizations are positive or to our benefit, unfortunately. But the situation will be better if you approach them with a reasonable frame of mind, ask questions, and show curiosity and courage. I highly recommend focusing on you and considering your career aspirations during these times. Then, see if they align with the new organization. There could be a unique opportunity for you ahead.