Organisational development requires thoughtful planning and sensitive implementation, particularly with regard to those affected by the changes. Forcing change on people without consultation or involvement can cause real problems.

Before implementing a re-organisation, the questions to ask are:

• What do we want to achieve with this change?
• Why is it important?
• How will we know that the change has been achieved?
• Who is affected by this change?
• How might they react to it?
• How much of this change can we achieve ourselves?
• What parts of the change do we need help with?

Successful change management requires:

• Effective communication.
• Full and active executive support.
• Employee involvement.
• Organisational planning and analysis.
• Widespread perceived need for the change.

When implementing changes it helps if you have an organisational environment that is employee-oriented and enjoys a high level of trust. It is especially critical to anticipate and respond to the range of human emotions that can surface at times like this.

HR Advise Me have extensive experience in projects such as these and can ensure your reorganisation proceeds smoothly with a minimum of friction. Areas we can help include:

• Restructuring and outplacement support
• Relocation
• Mergers and acquisitions