7 Tips to Effectively Restructure Without Impacting on the Culture of Your Organisation
By 3cs Member, Rebecca Jarvis-Hook. Read the original post on the Front Foot HR website.
As a Business Owner or leader of an organisation, you will have asked yourself if you have the right people in your organisation both now and in the future. This has never been more important in today’s ever-changing Global environment.
How will your business operate in the long term? What kind of team structure will best suit your company? If you don’t know yet, now is a good time to give it some thought. The right organisational design can help to streamline team functions and processes, raise employee engagement and maximise collaboration. Here are 7 tips to ensure you have an effective Organisational Design.
Form an executive team with complementary skillsets
It is imperative that the team responsible for the transformation of your organisation has the right skillsets. This may sound obvious, but make sure that the team has members who are good at building and leading teams, as well as individuals who are excellent at leading the company strategy. This can be challenging at times, but the right team structure will lead to more effective decision making, particularly during times of transformation. When hiring senior leaders, consider the culture and skillsets of your organisation and your employees. An accountant who is also a great leader may be great at managing the finances, but they may not be good at leading the transformation of their organisation. Make sure that the person you hire has both the skills to lead and help drive the strategy of your company.
Define your core values and brand beliefs first
Before you begin any organisational design process, you must first define the core values of your organisation and the beliefs of your brand. It’s important that these values are the driving force behind your transformation. Doing so will help to clear the path for anyone in the organisation who may question your direction or leadership. By defining these values and beliefs, you will be able to communicate these to all levels of the organisation and help to clarify the expectations for employees. This will help to establish and build team cohesion, while also helping to clarify expectations for stakeholders. Doing so will help to build trust and transparency, while also helping to clarify expectations for the future direction of your transformation.
Plan for the future
As an organisation, you’re in the business of creating the future. As such, it’s imperative that you start thinking about the future. What does the future look like for your company, employees and stakeholders? What kind of global, local and internal changes will occur? What will your company’s culture look like in 5 years? How will employees feel? Why is it important to start thinking about the future now? It’s incredibly easy to get caught up in the immediate challenge and what’s right in front of you, but by starting to plan for the future, you’ll be better able to address the long-term challenges and issues that will arise. It’s important to remember that while today may feel like a jam-packed day, tomorrow may be completely different. As an organisation, you should be prepared for the future and ensure that you’re ready for whatever comes your way.
Encourage active employee engagement
Employees are more engaged when they feel ownership of the transformation journey. When you encourage active engagement, you encourage employees to get involved in the transformation process. By having initiatives such as regular team building exercises and active engagement programmes, you’ll be better able to build a culture of feedback and reflection within the organisation. Once you have active engagement in place, you’ll be able to start collecting feedback from your employees which will ultimately increase the feeling of inclusion and help to clear up any confusion or misunderstanding.
Create a culture of feedback and reflection
Creating a culture of feedback and reflection will help to clear up any confusion or misunderstanding that may exist within the organisation. While one of the core values of your transformation is to be transparent and authentic, there may be times when employees feel confused or uncertain. You may be accountable, but your employees are equally responsible for the success of your transformation. By creating a culture of feedback and reflection, you’ll be better able to address any concerns that may arise.
Set clear goals for your team
As an organisation, it’s important to have clear goals and expectations for your team. This will help to set expectations for the team and help to create a clear vision for the future. There are many factors that can impact on where your company is heading, but when people are empowered to succeed, they are more likely to be active and engaged in their work. This will help to give direction to their day-to-day activities and will elevate their motivation. Setting clear goals and expectations for your team can also help to bring clarity to the transformation process. Through creating clear goals and expectations for your team, you’ll be better able to build team cohesion and with team cohesion built, you’ll be better able to build a clear vision for the future.
Build collaboration through meetings and workshops
Transformation is all about building collaboration between the company and its stakeholders. There are many ways in which you can build collaboration within your organisation, including having regular team building exercises. By having regular team building exercises, you’ll be better able to build a culture of feedback and reflection, while also helping to bring clarity to the transformation process. As an organisation, you should be communicating regularly with your stakeholders. There are many ways in which you can communicate with your stakeholders, including having regular employee engagement initiatives, 1-2-1’s and progress workshops.
Conclusion
Transformation doesn’t need to be a challenge for your organisation. In order to successfully implement change, leaders must first have a clear understanding of the challenges and opportunities facing their organisations. This can be achieved through having an honest assessment of the company strengths and weaknesses, as well as an honest self-appraisal of progress and potential. Once the data is assessed, leaders can best formulate strategies to overcome challenges and take advantage of opportunities. The best way to achieve this is through the use of effective organisational design. By implementing the tips outlined above, you will be better able to effectively restructure your company with minimal impact on the culture of your organisation.
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