The Re-Org Freak Out

Few concepts freak out employees more than the dreaded announcement that there's a re-organization coming soon. Everyone assumes the worst.

While this post cannot unpack every re-org scenario, we should examine a few situations. Maybe one resonates with you. Let's face it. Few leaders, without the help of organizational change management, do a great job of communicating why the change is coming. But you can take a moment to look at it from other perspectives.

Re-Org Change #1: A new leader is hired

We've all experienced this before ... a new leader has been hired and he or she decides to make some changes. People shift roles. The work is re-distributed. A new team of managers is put in place. Sometimes we change desks. Utter madness!

The reality is, new leaders have new ideas. They have a different background, and:

1. knows what works for them personally; as well as,
2. knows what's worked well at other companies.

No one wants to watch people do work in a way that's less efficient. This is essentially true if you've got a new leader. That leader, after all, works for the company the same as you. They're accountable to their bosses to be efficient and help the company be more profitable.

It's not vanity; nor do they simply want to "shake things up" just for the sake of looking like they're doing something. They've been brought in for their expertise and knowledge.

Your new leader is simply trying to structure a team to be more efficient and accomplish the work by working smarter.

Think of it this way. Over time, leaders get comfortable working with a specific group of people. The people they work closely with and have a good relationship with, get promoted. When that leader leaves and a new one takes over, those dynamics are no longer there. So it's actually good for leadership to change periodically. It allows for people to potentially get moved into new opportunities. It also offers space for new ways of thinking.

You, as an employee, have the responsibility for staying up-to-date on the latest trends in your area of expertise. When that new leader comes, you're ready to make a change and embrace new responsibilities and new ways of doing your job.

Re-Org #2: Shifting Company Priorities

We've all seen this happen before. The company changes its priorities to stay relevant in the marketplace. But what happens if what you've been doing for the past 10 years is no longer a high priority? What if the work you're doing can now be done by machine or more efficiently outsourced?

Every generation assumed that technology was going to usurp mankind. Every generation was wrong. Sure, some jobs became obsolete, but new jobs emerged as a result.

Priorities change. The marketplace changes rapidly. In order for your company to compete to survive, they must also change. Does that change impact you? Certainly!

Think about it for a minute. What would happen if they didn't change? We've seen that across America too many times. Companies that were once thriving didn't adapt to change or didn't adapt fast enough... where are they now? Blockbuster? Kodak?

Look at it From Your Company's Perspective

Re-orgs happen all the time because there are new and better opportunities to succeed. After all, let's not loose sight of the fact that companies exist to make money. I cannot stress this enough. When you join a company, at its very basic level, you and the company are entering into an agreement: you agree to do X, Y and Z (and any other duties as assigned) and the company agrees to pay you, $XX,XXX a year for your work.

Stop there.

That's the heart of it all.

Everything else is gravy for the employee. Benefits are extra. Although, they have to provide some benefits to be competitive. Where you sit. Where you park your car. What they offer in the cafeteria... ALL OF THAT... is extra.

Certainly, from an employee engagement perspective we know that environment matters. Happier, well engaged employees, perform better. There are tons of studies to prove that. But it's all extra and not necessarily a requirement. Legally, they're required to give you time for a break and time for lunch. No where does the law say you have to have a desk by a window and a cafeteria that makes waffles for breakfast in the morning. No where.

What's Your Response?

Here are some tips for you to successfully navigate your next re-org:

• Tip #1: Quickly set aside your disagreement, disgust, dismay or any other "dis's" you can think of and get on board with the change. I always start with this question: Is the change going to happen regardless of your perspective? (Typically the answer is "yes".) If yes, go with it!
• Tip #2: Seek clarification about your new role, responsibilities and manager (if that's the case). Understand what you're going to be doing in the new organization and start being a star performer (even if it's not the job you signed up to do).
• Tip #3: Bloom where you're planted. Managers and leaders are watching you and evaluating you every step of the way. Be the best version of yourself you can be in the role you're in. Consider a manager who has two candidates for an open position. Both are equally experienced and capable. One smiled and engaged everyone during the last re-org and the other was actively and visibly disengaged. Who would you hire?
• Tip #4: You may find yourself in the unenviable position of being terminated from your job. It happens. Take the severance package and move on. Spending time badmouthing your former employer doesn't serve ANYONE's best interest. Every company has its good and bad. As you interview for new jobs, do you think a hiring manager will want to hire someone who actively complains about their former company or someone who reflects a positive attitude about their former employer regardless of the reason for leaving?
• Tip #5: Help others around you deal with the changes. Be a positive influence on those around you. You're helping your team be more productive. And remember, someone's always watching. You've stepped up to be a leader on your team.

In the long run, many organizational changes create new opportunities for those who are seeking to grow and mature. Make sure you're on the winning side of an re-org!

I realize this is an over simplistic view, but we often forget to see things from all sides when we feel our personal space (our work, our reporting structure...etc.) is being violated.

Change is never easy. But it doesn't have to be as difficult as we make it. Get on board and be an agent of change for everyone's benefit.