How do you restructure a management team?

The 7 Principles For A Successful Restructure

Align structure to strategy. All restructures must align to strategy.
Reduce complexity. Simply put, complexity costs.
Focus on core activity.
Create feasible roles.
Balance ‘own work’ and supervisory load of managers.
Implement with clarity.
Maintain flexibility.

What is management restructuring?

Restructuring is the corporate management term for the act of reorganizing the legal, ownership, operational, or other structures of a company for the purpose of making it more profitable, or better organized for its present needs.

How do you do a successful restructure?

How to Conduct a Successful Business Restructure

Avoid waiting too long.
Conduct an honest assessment.
Review your strategy and business model.
Look for ways to achieve quick results.
Aim to reduce complexity.
Determine your core activities and processes.
Realistically assess workloads.
Match leaders with specific tasks.

What do you need to know about team restructuring?

State that anyone can provide written feedback to you, or request a private meeting to give feedback, and that they may bring a support person or representative to that meeting (they’ll need to tell you that they want a meeting, so you can schedule it in). Put times in diaries now for other phases in the process.

How does Bill explain restructuring to his team?

Bill documented his proposal explaining the market drivers and indicating which jobs would go or substantially change. He set out the proposed new structure, and indicated roles that were new. When he shared this with his team, they were able to understand that Bill had good business reasons.

Why is management loading a problem in a restructure?

The case of leadership or ‘management loading’ can be particularly troublesome in restructures. Often, the inability of managers to focus on leadership tasks due to increased output requirements can create significant problems for an organisation.

How does performance management work in a restructure?

Your performance management system, competencies, career progression and reward policies should all be supporting the culture you are aspiring to create. A restructure may move people around and reduce the number of employees, but the organisation will not fundamentally change unless the behaviours of the people within it change.