Without proper planning and attention to detail, restructuring your company can present significant challenges for the organisation. Whether you are embarking on the project following a change in vision and strategy or simply endeavouring to cut costs and make the business more streamlined, taking all essential aspects into account when restructuring is essential for the wellbeing of your team, continuity of business and ultimately project success. 

With this in mind, I have created this article to include five key things to consider when you are restructuring your company. 


Communicating with your leadership team and your employees during the restructuring process is essential. It is important that you can articulate the reasons for the restructuring, the planned outcome and break down the stages along the way to allow you to bring the team along with you without them feeling jarred or blindsided at any stage. This will make the process of employee engagement much easier at the other side of the process and will allow your team to approach the restructuring as a positive as opposed to something which may threaten them.

Organisational Structure 

Organisational structure has a profound influence on getting the job done given that it dictates all things from working relationships, to the scope of your teams’ jobs to how they share resources. Therefore, it should come as no surprise that when you set out to restructure your organisation, it is essential that you intentionally structure your organisation in a way which serves the company mission and vision and the business strategy. This enables your restructuring to become a success built on a strong structural foundation. 

Job Design 

As you begin the restructuring process, it is important to look at the various tasks and workflows completed within each of the job roles. This will allow you to compare your current workflow structure to the new one and determine which tasks are still necessary and which ones need to evolve or perhaps can be emitted entirely. This is an important step in the restructuring process as it allows you to streamline your workflows and ensure that each and every role is adding maximum value. 

Workforce Movement

During the restructuring process, it is inevitable that you will discover a need for skills you do not yet have within the company and unfortunately some job roles and skills that you currently have but no longer have a need for. In both instances it is essential that you plan the movement of people in and out of your organisation to ensure you have the best team in place for the new structure. At this stage you may want to plan a recruitment drive for those people with the experience skills you wish to bring on board and plan for redundancy of the people you no longer need. It is worth noting that you should follow a compliant and appropriate redundancy process at this stage which is in line with employment law. 

Strategies for Re Engagement 

Restructuring your organisation is not only a challenging time for you and your business, it can be an unsettling experience for your employees. It is important that you take them with you in the process and that you plan for re engagement of them following the process. It is a good idea to get an insight into your employee attitudes and sentiments at the time, perhaps by way of an engagement survey, which will allow you to plan for engagement once the process is completed.

Coming out of furlough businesses are wise to review their structures, this will ensure structures are fit for the future. If your business needs support to review and instigate change relating to organisational structures speak to People HQ today. You can call our office on 02891 246 000 or email enquiries@peoplehq.co.uk to speak to one of the team.