Implementing Team Restructure
People:
Existing team members: Consider how their roles, responsibilities, and reporting lines might change.
New hires: If the restructuring involves creating new teams or positions, think about recruitment needs.
Training and development: Identify any training requirements for team members adapting to new roles.
Processes:
Workflow changes: Map out how existing processes will be modified or streamlined.
Communication channels: Consider how information will flow between teams and individuals.
Decision-making processes: Determine if decision-making structures need adjustment.
Working Space:
Office layout: If teams are physically relocating, plan for office space arrangements.
Remote work: Assess how restructuring impacts remote work policies and technology requirements.
Suppliers and Customers:
Supplier relationships: Evaluate how restructuring affects vendor contracts and partnerships.
Customer interactions: Consider how customer-facing teams will adapt to changes.
Stakeholders:
Shareholders: Communicate the restructuring plan and its impact on company performance.
Board of directors: Involve them in major decisions related to restructuring.
Regulatory bodies: Ensure compliance with legal requirements.
Other Resources:
Budget allocation: Adjust budgets for teams based on their new roles and responsibilities.
Technology and tools: Assess if any new tools or software are needed.
Facilities and equipment: Plan for any necessary changes.
Managing resistance to change, staff well being.