Restructuring 
When faced with corporate restructuring, SHL has found it is those organisations that deal effectively with the redeployment of staff that succeed. Companies with strong talent management strategies are more able to face periods of change with the confidence that they can manage the transition effectively, fairly and proactively.
Achieving success from organisational restructuring
According to the UK based Chartered Institute of Personnel and Development (CIPD), whilst organisations across sectors undergo major change at least once every three years, over 40% of reorganisations fail to meet their stated objectives.
The way people are supported, managed and directed both before, during and after change can seriously affect its successful outcome. And when corporate restructuring occurs, a critical challenge for any organisation lies in the retention and redeployment of its best talent, alongside the effective introduction of new personnel.
Managing talent through a restructure
Rather than base decisions about staff solely on past performance, it is important to consider the future performance criteria of the business. SHL helps companies facing restructuring take some important first steps:
- Clarify the desired organisational structure and attributes
- Identify gaps between desired and actual internal culture
- Highlight potential barriers to change and propose solutions.
To help organisations deal with these complex issues we have produced a set of complimentary guidelines:
Download SHL’s Guidelines for Best Practice in Restructure and Redeployment (286KB)
SHL’s use of assessment provides an effective, consistent and objective measure of each employee's value to the organisation. This is fundamental to supplement organisations’ appraisal ratings by:
- Facilitating decision making in 'high stakes' situations
- Proactively identifying your organisation’s future top performers in conjunction with past performance data
- Assessing new skills or abilities required in the new job roles; maximizing potential for future success
- Reducing the likelihood of litigation by using an equitable and legally defensible process.
Contact SHL about assistance with approaches to organisational restructuring
SHL helps with successful staff redeployment
SHL worked with a Global Water Utility to identify its best talent post merger. The Organisational Development Director said: “This project has changed the organisation’s perceptions on how to do selection. The process has credibility with candidates and managers; it was fair and the selection decisions made sense.”
Read a full version of this case study
A solution tailored to your organisation’s specific needs
SHL’s solution to restructuring and workforce deployment is tailored to each organisation’s specific needs. Our consultancy team will help you:
- Clearly define job roles
- Provide objective, consistent and standardized processes to fit the right people to the right roles
- Minimise risk of damage to your employer brand
- Conduct a transparent and fair process
- Identify high performance and potential for succession planning
- Adhere to best practice guidelines of restructuring
- Produce a detailed audit trail.
SHL uses a variety of assessment tools, including its Occupational Personality Questionnaire. This highly popular product can be used to identify those individuals who are necessary to a successful restructure or change initiative, as well as measure and manage the formation or development of restructured teams.
Read more about SHL’s Occupational Personality Questionnaire
Maintaining and measuring motivation following a restructure
The importance of maintaining the motivation and commitment of staff following a restructure and redeployment must not be underestimated. The more you can understand and maintain an individual’s motivation and engagement levels the more successful they, and in turn your organisation, will be.
SHL's Motivation Questionnaire can help you identify how to motivate your workforce
