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Re-organization of Jobs and Responsibilities from Matt Sherwood's blog

Re-organization of jobs and responsibilities in the company is quite a difficult task. It requires careful work involving many employees, where everyone is an individual who may like or dislike the organization. Therefore, executives should develop a detailed plan of this re-organization in order to avoid employees’ dissatisfaction and further resigning.


In order to bring the process of re-organization to success, executive leaders should develop a plan of re-organization and follow several important stages. It is important to understand the reasons why a group of employees resigned. Usually, in the different essay formats employees resign because they feel uncertain about their position in the company after the re-organization. They prefer to find other jobs where their positions are clear. Therefore, executive leaders should realize that this situation is typical. Nevertheless, they should try to make as many employees as possible remain in the company. Therefore, they should focus on making employees feel that the change is positive and provides certain chances and opportunities for them.


Several steps in the re-organization process should be followed. The first step is preparing for the re-organization. It should be developed properly, otherwise, other employees may resign. The executive should identify and write down all the changes that their organization needs. It is important to identify all problems and ways to eliminate them. The problems should be identified by not only directors and managers. It is important to provide surveys among the employees, find out typical problems they consider important and develop the ways to resolve them. The problems can be identified via several surveys among employees. This step is very important. If the employees realize that their problems are identified and will be resolved, they are likely to become more loyal to the company and stay with it. There are some typical problems most employees have, and they should be considered and resolved during the reorganization process. Employees may leave the company because they are overloaded with work and different tasks. In addition, the tasks and activities of several employees should not overlap if possible. An opposite situation may occur if an employee does not have enough work. It can stimulate the employee to look for another job, too. Employees may also complain that they have too many different tasks. Such a situation can be resolved if the managers carry out the re-organization of jobs and tasks.


The second step is identifying the new structure, including new jobs and responsibilities. Both vertical and horizontal changes are possible. Then, managers should develop a reorganization proposal. It should include changes in several areas. Before-and-after organization charts can be used in order to organize all necessary changes properly and not to forget any of them. It is vitally important to develop clear job descriptions. The executives can be given advice.


As stated by Hakala, there is a need to:


List the names of employees who will be affected by changed or eliminated jobs, relocation, new reporting lines, or reduction in work hours. Review the affirmative-action impact of the proposed changes. Make clear the order of potential layoffs based on seniority or other criteria. Determine what notices must be given to unions.


If all these requirements are fulfilled, there are better chances of not losing dedicated employees and make them more loyal to their company. If the company wants to develop new products or use new software and technologies, it can organize creative teams. Such teams can be responsible for developing new products in the markets where demand is not stable or not studied properly because the product is new. If there are creative teams, there is a chance that employees are interested in working as a part of them. It is a new experience for them. Therefore, such employees are not likely to resign.


It is also important to control the responsibility of employees. It is better to make every employee report and be responsible to one person. It will make employees more responsible and learn their tasks and responsibilities better. If an employee reports to several managers at once, it is not good.


The final step of jobs and tasks of re-organization includes developing a communication plan. It is vitally important to inform employees quickly and substantially about all changes. It will help them adapt to new conditions faster. The executive leaders should divide the employees into several groups. Each group needs a particular set of information pieces. Thus, informing a group will be simpler than informing every employee individually. In addition, the schedule of meeting with managers should be written. It will enable employees to ask everything they need to know and get detailed answers. Therefore, they will be able to understand and perform new tasks and responsibilities better.


Before all those steps are taken, it is important to announce the re-organization in advance. If employees know general facts about it, they are unlikely to be scared or want to leave the company because of uncertainty. After announcing the re-organization, managers should wait for some time before taking actions. It will enable employees to study all the details and ask what they want to know. It is wise to ‘sell’ the company to the employees. It means that executive leaders should explain each employee his/her personal role in the organization, including the tasks and responsibilities that will change. The leaders should compare previous jobs and responsibilities and new ones. It is important to stress on the benefits of the re-organization to all employees. If the employees appreciate their organization and future changes, they are more likely to prepare for new jobs and perform them well.


The communication with employees should be two-way, not just from the top to the bottom. The leaders should be able to monitor the reaction of employees regarding every change. All possible rumors among employees should be controlled in order to identify and eliminate the reasons of possible dissatisfaction with changes. Managers should try to communicate with employees regularly, being honest with then in order to make them feel free to tell about their problems. Executive leaders can hire supervisors who will communicate with employees and inform the leaders about problems and questions.


It is obvious that re-organization within the company is quite a difficult task. Executive leaders should do their best to keep the employees in the company and prevent them from resigning. If they feel these tasks are too difficult, they can hire professionals. For this purpose, HR advisors can be hired. Experts can help in the situation when many employees resign or do not perform new tasks properly. As the company is going to have many changes with software, processes, and tasks, professionals will help a lot. They will help to make the changes more beneficial for the company.



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By Matt Sherwood
Added Nov 8

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