From time to time businesses hire new executives for a fresh perspective and to drive change. The new senior executive joins the company and announces a “re-org” to “better align my organization to company objectives and respond to changes in the market”. This re-org can be anything from moving employees to another manager, promoting a manager over a larger team, laying off some employees to reduce cost, changing the work processes and business tools (software packages and/or production equipment), implementing additional cost cutting measures or sometimes all of the above. The re-org announcement can immediately raise everyone’s anxiety. There could be winners and losers. There could be serious re-adjustment for some employees.
Change is inevitable and can be good for a business while employees are typically concerned of any changes that impact their work process and work relationships. Change can be made drastically and abruptly, which could seriously impact team morale, or more gradual, incremental, step by step with explanations and justifications, with employee input and buy-in.
For those managing the change, it’s like using the paper towel dispenser in the restroom. It says: “pull with both hands” but you’re in a hurry and pull quickly with one hand, breaking off just a small paper piece and leaving you frustrated that you need to do it again, slower and more focused this time.
Have you ever been affected by a company or department re-org? What was your experience?

