Tips for restructuring your business

Restructuring your business is a big responsibility. Not only do you have the livelihood of your employees in your hands, you also have the future of your business. The key is to take an objective look at your long-term goals and objectives, and not get caught up in office politics, favoritism, or sympathy for those who work for you. It sounds harsh, but it’s the right way to get your business back on track.

First, you need to think about the different roles within the company. Which papers are necessary and which are superfluous? Sometimes jobs are created and after a while they are simply not needed anymore. Sometimes an external circumstance causes your business to start lacking in a particular aspect: if all your customers have been requesting a certain service, why don’t you offer it yet? Restructuring allows you to get rid of roles that aren’t working well and create roles that would push the business in a great new direction.

The second thing you need to do is outline a job description for each of your roles. Include the functions that the employee would have to carry out, with whom he would be related as part of his role; For example, will they work closely with people in another department or manage staff or report to management? These job descriptions will help you see how your company will work and give you an opportunity to see if there are any positions you may have missed out on. For example, is a particular job description too long and complex? Perhaps this would be better as two functions, or perhaps you should create a secretary position so that various members of staff have some help with your administration.

You are now in a position to take a look at your existing staff. Who among them have both the skills and the relevant seniority to fill the new roles? Create a pool of potential candidates for each role. If some roles are direct exchanges, that’s great, but it could be the case that some people have to take on different responsibilities. Talk to managers and find out which people would be best suited for the job.

Once you have a pool of potential candidates, it’s time to break the news to your staff. Be sure to tell everyone at the same time and keep the process as transparent as possible. If you have to implement an application process, encourage staff to apply for positions they would like or think they might fill. If necessary, advertise outside the company to find the right employees.