Conduct a comprehensive review of the organizational structures, including the roles, responsibilities, reporting lines, and functions of all entities.
Engage in discussions with key stakeholders to gather insights into the current state and the ideal state of the org.
Identify areas of duplication of roles and functions as well as gaps where roles are not clearly defined or present.
Optimize Org. Structure, Workflows, & Communication Channels
Analyze the duplication of roles and functions to determine which positions should be retained, consolidated, or eliminated. Consider factors such as skillsets, performance, new financial requirements, and strategic importance utilizing various tools for job competencies (i.e. SHRM) and compensation tools (i.e. WorldatWork, Paycom, etc.).
Identify areas where new roles or functions may be necessary to bridge gaps and support the optimized organization's strategic direction.
Develop a comprehensive organizational design strategy that outlines the desired structure and how it aligns with long-run corporate initiatives.
De-duplication of Roles, Simplified Workflows, & Improved Communications
Careful implementation of organizational design changes, including timelines, responsible parties, and key milestones.
Collaborate with HR and leadership teams to communicate changes to employees, including any role transitions, reassignments, or job eliminations, with sensitivity and transparency.
Ensure that any legal, regulatory, or contractual obligations related to job changes or terminations are properly addressed.
Deploy communication plans for any changes requiring job eliminations.
Facilitate the integration of employees from both organizations into the new structure while maintaining morale and engagement.
Establish key performance indicators (KPIs) to track the effectiveness of the new organizational design in achieving the strategic objectives to ensure additional roles are aligned correctly. Evaluate to ensure removed roles have not created an unintended action.
Continuously monitor and assess the impact of the changes on employee performance, satisfaction, and retention.
Review the financial implications of the organizational design changes, including cost savings or investments, and adjust as necessary.
