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Chances are that you have either personally experienced a re-organization or have known someone impacted by a re-organization. I doubt that anyone you talk to will say that a re-org has been fun. Quite the contrary I am sure. Whether it is the result of an acquisition, a merger or downsizing, a re-organization causes a lot of fear, uncertainty and doubt, otherwise known as FUD. Sound familiar?
The advancement of technology, the expansion of international markets and the availability of cheaper labor over the last several years have driven companies to become more competitive in the global economy. As a consequence to the need for meeting the bottom line, American businesses have reduced headcount. Sometimes they have offered an employee a position that requires a move to another city or state, but of course they cannot guarantee that the new position will continue to be there going forward. That sounds very appealing now, doesn't it? NOT. However, it seems the frequency of re-organizations is here to stay as corporations need to meet their financial goals. Hence, a repeat of a re-org will occur with some regularity.
So what's a leader to do? It is quite possible that your leadership position is one that might disappear in the next re-org, isn't it? So how are you supposed to reassure your team that everyone is going to be okay when you do not know if your job is going to be okay?
This might sound strange, but for starters, just being aware that the potential exists for another re-org is actually helpful. Yes, this might sound a little crazy, but it is true. Rather than wallowing as a victim of change following a re-org, you can take the bull by the horns, so to speak, and recharge yourself and your team. Listed below are a few suggestions about how to do this:
- First of all, it is imperative that you are sincere in your approach.
- Communicate to your new team from the onset that you understand that all who remain after a re-org have indeed been impacted by it even though they still have jobs. The absence of working relationships with friends, as a result of a re-org, can have damaging effects on morale and leave employees lacking a sense of purpose. Thus, you need to let them know that you are there to help and support them in their new or changed roles.
- You should also realize that a re-org can result in a sense of loss, and the people on your team will more than likely go through the five stages of loss (denial, anger, bargaining, depression and acceptance). More than likely, they will each go through these stages at differing rates and to differing degrees. Preparing yourself for these difficulties will help you help your team and yourself. Recognize also that YOU may experience the same emotions and inadvertently impart them to your staff.
- Set the example for supporting and helping them by meeting with each team member individually on a regular basis. Discuss their strengths, limitations and skill sets to help them create a plan for developing areas of expertise and/or learning new skill sets to help them better prepare for future work-place changes that may impact them. This will demonstrate your commitment and support to helping them develop professionally and help your team as a whole.
For additional suggestions on what you can do to re-charge yourself and your team following a re-organization, tune in to a free teleconference I will be holding on Wednesday, March 28th at 4:00 p.m. Central time. If you are interested in attending this call, please email me. In the subject line type in "Re-Charging After a Re-Org". You will receive the dial in number and bridge for the conference call.
Until next time,
Laura |
