When you go through a reorganization: 7 things to keep in mind
So, for those of you keeping track….we have the Great Resignation, the Great Retirement and, I am sure as a result, the Great Reorganization for those who are left to figure out how to approach the mountain of work left by those talented individuals who are leaving their organizations at record rates.
Even before our current period, reorganizations happened all the time. Companies like to expand and contract, centralize and de-centralize looking for the right organizational structure to maximize profits and optimize efficiency.
I have been though 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 kind of superficial and did not yield a lot of positive impact…only change for change sakes.
One thing to keep in mind is that through the “Greats”, there could be more opportunity opening up for those that remain with the organization if that is a place you want to stay. On the flip side, sometimes reorganizations bring consolidation, which can actually eliminate positions or give leaders the chance to not backfill certain positions.
I have to throw caution out to those leaders who think they can do nothing but consolidate. Consolidation without examining the actual work can backfire. In these times, people can only take so much and if you continue to move work and teams underneath a few chosen individuals, they may make a decisions to leave. Then, you are in an even tighter talent situation.
I recall one time I went through a pretty large reorganization when a leader left the company and I was put under the CEO himself while he figured out where to put me. It actually 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 in a more meaningful way. After a few months I was moved underneath one of his direct reports but those few months were invaluable to me to get 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?
Don’t think the worst will happen.
Our immediate reaction can be to get a knot in our stomach and think this is it — my job may be eliminated and I will have to go into a job search. Not so fast. Do not assume that because you are being put under a new leader or combined with another group that you will be impacted negatively. Sometimes, things can stay relatively the same but you report to someone new. Sometimes, it can be positive to have a new leader with new ideas or a new approach to the world you operate in. Big changes like this can lead to stress but take a breath and realize this could all be for the better.
Seek to understand why.
The reason most of us have stress or fear or a knot in our stomach is because we don’t have all the information we need to rationally think about it. 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. Oftentimes, it could simply be cost saving for not backfilling a leader. But, it could be better efficiency or communication if two groups reported to the same leader. It could be there is a hope for new innovation by putting groups together. Ask why the change. This should help quell the nerves.
Don’t be a gossip hound.
Some of us are very good at keeping confidential information and keeping our real thought to ourselves. If you have a confidant at work you trust and tend to share some private thoughts, 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 even true information if it will hurt instead of help.
Understand there could be more changes.
The reality is with a re-structure that there could be more changes. If a new leader is taking over through hiring, shuffling or consolidating, that person may spend 90-100 days evaluating the group, work, people, processes, 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.
Stay the course.
Unless told otherwise, try to keep the status quo in your job. While this is a big change, keep doing the stellar job you are doing. Change is now our everyday but these changes can be bigger 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 it will help you stay in a good place mentally.
Explore newfound 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. Express your interest whether it is 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.
Lead by example.
For those of us in a middle manager role or really anyone, demonstrate these actions above and be visible in doing so. Stress is at an all-time high and throw in 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 just need to talk through some things. It is important during these times that we all breathe and help one another.
I believe the Great Reorganization is among us and we can either embrace this change or run from it. Not all reorganizations are positive or to our benefit, unfortunately. But if you appraoch them with a good frame of mind, questions, curiosity and courage, the situation will be better; I promise.
I wish everyone good luck in these times as I have not witnessed anything like this before. People change jobs. Sure. Companies re-structure. Definitely. People retire. Yup. But the rates at which all three of these are happening has to be a record. So, buckle up. Focus on your “why”, your purpose in your work and, like my Dad always tells me: “Stay cool.”