The Facts - Whether you are growing start-up or an established company, your business will inevitably require an organisational restructure sometime down the road. The good news is that change can bring a lot of benefits and spur the company success in the longer term.
Is everyone in the right roles that play to their strengths, including the leadership and senior management team?Reviewing job descriptions, from the leadership team down should be the first port of call. Working with the business owners and the leadership team I would look to understand the future aspirations of the company and if there are any obstacles, in relation to lack of competency, in any role, or team that effects achievement in this regard.
Are decisions are made effectively and collaboratively and cascaded down to staff clearly?
Understanding in the first instance how decisions are made, by whom and whether this is an effective approach. Are employees kept well informed and do they understand what part they play in new initiatives, projects and the future success of the organisation?
Is the workload manageable and appropriate for all levels of staff?
Are employees drowning in too much work, or do they have capacity to take on more? Identifying whether employees are focusing in the right areas to aid the overall company goals and strategy. If not, why not?
Does the company have efficient managers who delegate work and manage their team members effectively?Understanding the experience level of the managers is important. Have they received any prior or ongoing management training? What are the leadership team’s challenges, if any, with each individual manager? What are the personal obstacles, if any, that each manager needs to overcome to be more effective within their management role? I can provide 1-1 coaching to help identify the gaps and then help the individual manager to be more effective in their identified area(s) of weakness.
Is each department appropriately resourced and are there plans in place to scale up to meet the needs of the business if necessary?
Understanding the business goals more clearly in this regard is important in establishing a scale-up plan. Do you need more staff, or are the existing employees in the wrong roles or possibly not effective? Once established and in conjunction with a succession planning/talent mapping exercise, I would assist in identifying the gaps and recruiting new staff into the organisation, but only if necessary.
Is there an effective talent mapping process is in place, which identifies star ability and a programme of development to retain these individuals in the business?
A simple 9 box grid tool can be used to reveal the performance, talents, and potential of employees. In addition, it offers a way to better monitor these talents and develop them further. It is a tool that can be used for team and talent development and talent spotting.
Is there an effective succession plan in place which identifies the successor for each role and identifies where there are gaps in skills and experience and how to plug these gaps? Where no natural successor can be identified, is there a plan to recruit externally, if required?
Working with the leadership team to identify the successor for each role. Plans should be kept up to date to be effective and beneficial to resource planning.
Vision and Goals
If the vision and goals are clearly identified, you are much more likely to achieve them. With clarity and dedication, the new structure will be up and running more quickly, saving costs, improving efficiency, and delivering better service. The organisation will have retained the right people for the future.
Shape the future culture
The culture of an organisation is shaped by the behaviours that are tolerated, celebrated and rewarded. The performance management system, competencies, career progression and reward strategy should all be working effectively for the organisation.
Tackle the difficult decisions
There will be obstacles to success, there always is. These may include politics around senior employees, and possibly expensive compensation precedents which were put in to place during initial company set-up.
These obstacles need to be tackled courageously from the outset.
Celebrate success when it happens
If business transformation goes on over a prolonged period, it is important to acknowledge milestones and celebrate success along the way, which will raise the level of employee engagement.
Please see the link below to my Business Support Package.
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