The real impact of a organisational restructure

I’ve only ever written about this in my studies and while an essay offers different perspectives and ways of working with change it does not prepare you for the reality of the actual impact it has.

Restructure: bringing a drastic or fundamental internal change that alters the relationships between different components or elements of an organisation or system.

About a year ago a new CEO was brought on  and is now working to ‘change the way we work so we are better prepared for the future’. Our old organisational structure was a complete mess and it is fair to say that we have WAY to many people in leadership roles. I am sure I heard someone say the other day that over 200 people are either in a managerial or leadership role.

I totally agree with this. When I first started it was brought up in my first coaching session ‘do you want to look to leadership one day’ and I remember thinking why would I want to do the same thing everyone else is doing? It goes to show today that our previous CEO worked hard to develop our people into leadership. This has made redesigning our organisational structure a difficult task.

There is no way that they could make anyone redundant – especially in a election year being a government agency and all. BUT they have flattened the structure and disestablished managerial roles they don’t see bring ‘value’ to our organisation going forward. People who don’t hold a senior manager role have been ‘mapped’ to a team and a reporting line that allows us to work as ‘one agency’ and rids our silos. For the roles which have been disestablished the people attached to those roles have been through an expressions of interest process. It has been a very uncertain time and a waiting game.

In the process of expressions of interest people can give their preference to one- four roles within the new structure and are asked to do some insane psychometric testing that evaluates their strategic thinking and leadership ability. The few weeks following this become the longest waiting game of their life. They cannot determine whether they will hear today, tomorrow or next week. They finally hear either via the phone or via email on what role they have been given. It is up to them if they want to accept this or not…. They can say no, that is in their right but due to the organisation offering them a role they cant legally ask for redundancy #strategic if you ask me! They then have the hardest decision yet to either take the role they were given in hope it will make them happy to look for other work.

I currently manage our recruitment process in the contact centre and am a personal assistant to the manager who’s role has been disestablished. Many of us have been given mixed messages about our responsibilities within our current role changing in the new structure. It was confirmed just last Thursday that I have lost loads of scope in my current role which has me pretty disappointed. I have been placed in a pool of administration staff who are working to support ‘any manager’ – wow! It’s been tough trying to get my head around how they look at role titles and not the person in the role and to accept that they are changing our priorities.  This is a real shock and I have become quite upset about the whole thing.

It’s a tough time and a real eye opener. For me, I am making a connection to what I was taught at university. Only this time, its real not just a piece of written work.

Do I stick it out and hope that the scope of my role will get bigger? Do I take a risk and move into other work in another organisation?
Bridget x

 

 

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