Change is inevitable, whether we like it or not and in the constantly shifting landscape of business, change is a definite constant. Change, whether it is due to market shifts, technological advancements or internal restructuring, businesses must continuously learn to adapt in order to stay competitive in their markets. But whilst businesses may be used to constant changes, the people in those businesses are not necessarily as adaptable to change!
Workplace restructuring manifests in various forms, from new ways of working, reorganising departments and roles to adjusting reporting lines. It may even entail downsizing or redundancies, which regrettably tend to evoke negative sentiments. However, the overarching objective of any such restructuring is to enhance efficiency, bolster business effectiveness, foster competitiveness, and/or even boost financial performance.
Steering through a phase of restructuring can indeed present challenges. Yet, with well-devised strategies in play, it’s feasible not only to endure but to flourish amidst the flux of change.
What strategies would help your business through change?
Foster and Embrace a Growth Mindset
Whilst many see change in a wholly negative light, it is important to shift mindsets to that of embracing the change and to see change as a positive. Encouragement is needed for those around us, in our teams, to see change as an opportunity for growth and even development. This may be through learning new skills, exploring different roles, new people. In essence innovating employees in their approach to work.
By embracing a growth mindset, it will allow you to create an environment whereby you support continuous learning, resilience, and a positive attitude towards change and personal development.
Clear and Robust Communication
As with any change, be it on a personal level, or in the workplace, communication is key to ensuring that any change is landed successfully. With change comes uncertainty, and clear communication goes a long way to ease such uncertainty. We need to recognise as leaders that changes can breed concern. There is a need to be transparent when it comes to communication when navigating change, this can involve ensuring that your teams are aware of the reasons for any proposed changes for the restructuring and how this change is likely to affect them.
Promote an environment whereby employees feel comfortable and safe to ask questions and to voice any concerns that they have freely and without any fear or repercussion. Encouraging this open environment where employees are given the opportunity to raise any concerns helps to alleviate fear and in turn builds trust within the organisation.
Flexibility
If you have embedded a growth mindset when navigating change within the workplace then flexibility will be something that employees and the business need to adopt in order to move forward with any potential restructuring. Flexibility will allow you to navigate complex and uncertain environments more effectively as you will be able to quickly adjust plans, harness new opportunities and mitigate any risks that unfold whilst navigating the changes ahead.
Within this growth mindset in order to harness the power of flexibility you need to be mindful of innovation, continuous learning and an overall willingness to adapt to these changes.
Resilience
Resilience in business, McKinsey refers to dealing with adversity and shocks and that they continuously adapt themselves for growth. McKinsey states that truly resilient organisations don’t just bounce back better they actually thrive in hostile environments. You will need to encourage your teams to be resilient during times of change and transition, and remembering to focus on the positive. Provide support for your employees by providing the clear communication and giving them the opportunity to talk through their concerns and challenges.
Leadership
The role of leadership when faced with change is one of the most important strategies to adapt, the leadership team set the standard and they will guide others throughout the period of change and transition, they will help to inspire confidence and they also have a better chance to facilitate resilience among their teams and their peers.
Your leadership will lead by example and play an important part in taking the employees with them, the employees will look to the leadership team for encouragement, confidence and support in the process. The leaders need to be equipped with the right tools to support their team, be that informing the teams of the new roles, reporting lines, duties that they will be performing. They will also be able to demonstrate a clear vision for the future and what this looks like for the teams.
Remember to also throughout the period of change and restructuring it is also important to celebrate success, be this big or small, recognition goes a long way and employees when navigating change need recognition more than ever. If you continue to recognise their efforts, hard work and resilience then you will not only boost morale but also continue to foster a positive environment within the organisation.
Restructuring often looms as a daunting challenge, yet with effective strategies, navigating change becomes achievable. Cultivating a growth mindset, fostering transparent communication, encouraging flexibility and adaptability, prioritising resilience, leveraging your leadership team, and acknowledging achievements are key steps in guiding your team not just to endure but to flourish amid restructuring.
Don’t forget, change is an inevitable part of business evolution. Embracing it with the right approach can unveil new opportunities and propel your organisation towards growth.
If you are going through a period of change, please contact the Team at ViewHR; like a guide we are able to help you through a restructuring process to ensure you get the best outcome for the business as well as your employees.
