How can you help organizations navigate restructuring and downsizing?

De cara a una reestructuración organizacional, siempre debemos tener en cuenta que estamos tratando con humanos, y no con objetos. Es necesario evaluar y preparar un proceso de cambio en donde se explique de manera transparente lo que va a suceder y el por qué. Hacer un levantamiento nos dará información del tipo de mensaje, las posibles afectaciones y como abordarlas. Hay áreas o talentos que requieren más tiempo o formas de concientizar el cambio.

Reestruturações e em especial modeladas por downsizing são em geral muito agressivas e recheadas de difíceis decisões, mesmo que seja feito com a melhor das atuais abordagem humana e organizacionais. E tudo porque? Por que estamos falando de otimização, de revisão de processos e fluxos de trabalho, de análise de rotinas e como tudo na vida, sempre há o que se melhorar.

In my professional experience, I have seen many different reorganisations and assessing the situation (AS IS) is one of the key steps to better design the final destination (TO BE). If you miss or run a superficial first assessment then this is going to negatively impact the results of the transformation journey. For assessing the AS IS context, you can use different tools like the change readiness assessment; identify strengths and weakness of the current situation vs the desired one; the stakeholders and gap analysis; SWOT, PESTLE.

I am directing readers to read my contribution to this navigating restructuring and downsizing Organizations question in my article column. The allotted space and characters could not help to explain to followers what the question entails and the challenging task in human resources and business management.

One of the questions I will ask is if we have an alternative to downsizing? Another question is around the numbers and timing. I will also access the cost of downsizing vs the cost of not downsizing. Then I will think about how I will ensure that we do not go back to the old numbers

More than a design plan, you should be able to design a business/transformation plan - we know that the likelihood of successful restructuring increases with a well-formulated strategy guiding the process. Your plan may integrate diverse elements such as legal constraints, economic conditions, and workforce capacity. Based on my experience, here are key components that can be included when formulating the restructuring plan: Defining clear goals; Timeline and milestones Budget analysis Selecting appropriate project management tools Setting up a dedicated project team Designating a skilled project manager

Generar un plan implica reconocer a quienes se va a despedir y las implicaciones sociales que esto impactará, incluyendo criterios en donde se informa y se prepara de herramientas transaccionales y relacionales que se requieren para afrontar el cambio de la reestructuración. Recordemos que de la forma en que se despide, es la esencia de la empresa, si se preparan con procesos claros para recibir a los colaboradores ¿Por qué no hacerlo cuando se reduce la plantilla de colaboradores?

No hay cambio si no hay aprendizaje en los aciertos y limitaciones de un proceso de cambio en la reestructuración y reducción de plantilla. Materializar los impactos, ya que en una empresa siempre los cambios estarán presentes y es necesario incorporar en su cultura una gestión en la desvinculación o despidos.

When running those kind of projects, it is important to consider 4 dimensions: 1. Welcome Transformations: Be prepared to cultivate innovative thinking and proactively pursue opportunities for change. 2. Promote Teamwork: Cultivate an environment that encourages collaboration and interdisciplinary teamwork. Inspire knowledge exchange across the organization. 3. Prioritize Market Intelligence: Maintain a keen awareness of market trends. Bringing the outside-in approach is key in those situations. 4. Foster Adaptability: Adopt agile strategies that facilitate swift adjustment to evolving scenarios. Encourage a culture of flexibility across your organization.