Processes related to changes in the organizational structure of an enterprise may affect employees at different levels. For example, in the process of joining subsidiaries to create separate divisions within one corporation or as a result of transferring some functions to other departments, the position of managers of such structures often significantly worsens. Here, both soft options may take place, accompanied by a limitation of the independence of managers and loss of status, as well as more severe changes that lead to a reduction in wages and even dismissal.
It is impossible to provide stockholder database universal solutions for the effective management of such processes. Here it is necessary to apply an individual approach taking into account the characteristics of a particular company and its situation. Let us consider several general recommendations:
It is important to identify specialists whose situation will definitely worsen. It is necessary to objectively assess the situation in each specific case. It is necessary to take into account formal (salary, the possibility of independent decision-making) and informal factors (specialist status, availability of additional sources of income, career prospects).
An individual decision should be made for each manager who can influence the course of the reorganization process. It is important to honestly and objectively determine which of them and in what position the new company needs, and which can be done without.
Conduct negotiations with specialists who will be offered to remain in the reorganized company to inform them about guarantees of rights, wages and the motivation system.
Employees you do not plan to retain in the restructured company should receive certain compensation. Ideally, possible employment options should be offered (for example, in partner companies). There may be different options here, taking into account the circumstances and objectives of the reorganization.
Regardless of the specifics of the situation, the solutions developed must have a certain PR effect. The approaches that the company uses towards senior management will be projected onto the rest of the staff, and in most cases, such a projection has a negative direction.
The scheme of actions in relation to managers cannot be applied to middle and lower level employees (even personal meetings are practically impossible here). In this case, it is necessary to conduct a campaign explaining the goals of changing the organizational structure of the enterprise. It is necessary to demonstrate to the staff how their work will be structured in the new organization, trying to level out negative expectations as much as possible. This should be done as early as possible, using the following techniques:
The most important point is the systematic nature of the explanatory work that is assigned to department heads. The managers of the structures must demonstrate a positive attitude with active participation in the implementation of events related to the upcoming changes.
Organizing the release of information bulletins. The Labor Code provides for the right of employees to receive comprehensive information from management about the upcoming organization of the enterprise. It is necessary to approach the fulfillment of this requirement responsibly. A competently built information campaign often acts as an effective solution to the problem of mass dismissal of employees. It is important for each employee to have an understanding of the situation and confidence in what will happen to him next.
Involvement of personnel in the reorganization of the enterprise. Specialists can help in developing new production processes, creating organizational structures. The most active employees should be provided with the opportunity for career growth and other incentives. It is necessary to do everything possible so that the reorganization is perceived not as a natural disaster, but as a profitable opportunity.
It is necessary to strictly control the accurate and timely fulfillment of all the company's obligations to the staff, including the payment of salaries, bonuses, maternity benefits and temporary disability benefits. In this area, even minor violations are perceived very painfully and can be perceived as the beginning of a global collapse.