It may also be triggered by mergers or acquisitions. These tend to bring additional complications such as an influx of new people and a coming together of different organizational cultures.

Dealing with these types of challenges will be addressed in another post.

Lead Up to the Organizational Structure

Stresses can start to show before the restructuring process even begins. Much of the time there will be rumours floating around. This is very unsettling. Most people have a family to support, and loans or mortgages to pay so you may see some signs of strain.

Different characters will deal with these challenges in their own way. Some will not seem to be too phased, where others will openly show signs of stress which may also start to impact their work. Everyone will be somewhere along the scale.

How to Step Up:

• Approachability: During times like this your team will value approachability. They will want to hear from you that you are there for them and that your door is always open.  
• Transparency: Devote time to openly discussing any rumours about an impending organisational restructure. Reaching an agreement that should anything transpire you will inform your team straight away is best practice. Manage expectations that you will only give out information that you are allowed to share.  
• Deliver Results: This is the time to hunker down as a team, get on with your work, and continue to deliver results.

During Uncertain Times

Usually there will be some kind of formal announcement that an organizational restructure is about to start. Most probably a town hall type meeting with an announcement from the top level leader.

Organizational restructure meetings are intended to formally announce that action is being taken, to stop or prevent rumours, give the reason why and explain the process and timeline which will be followed.

This will typically be followed by a period of several long weeks, even months, while all the evaluations are done. Usually these start at the higher levels and announcements are made before the next level down is scrutinized.

Sometimes the process is done internally, but other times an external consultancy will be brought in. This is often very damaging to morale because employees can feel like an external company will be deciding their future and that they are just being treated as a number.

How to Step Up:

• Debrief: Following the announcement bring your team together. Ask them their thoughts and listen more than you talk. Make sure you hear from everyone about their reaction. You may find that people feel a range of emotions, such as anger, worry, uncertainty… Let them know that just like before the announcement you will be there for each other.   
• Lead Positively: Use the opportunity to ensure your team leave the room feeling good. It is ideal if you let them know that they’re in a good position and to focus on delivering results. You may even need to ‘manage-up’ in the same way, your manager may even need reassurance and your confidence will rub off on them as well.   
• Regular Checkpoints: Catch up with your team regularly. Don’t hesitate to ask individually as well as in group meetings how people are. Use that opportunity to thank them for their work, and for keeping up appearances during this stressful time.

  Keep a good balance however, don’t bring the issue up every 5 minutes. Use your judgment to raise the topic when you feel it appropriate.   

• Deliver Results: As before ensure your team are focused on delivering results. Let them know that as the discussions are in place the team is under scrutiny. Senior leaders will be on the look out for displays of leadership abilities in times like this.

The best thing you and your team can do is to keep discussions internal. Avoid getting sucked into pity parties, and concentrate on the success of your projects.

Your strong leadership will have a positive effect on both you and your team

Your strong leadership during difficult times such as this will set you apart from your peers. Have faith that it will not go unnoticed.

Above all you should be looking to continue to deliver results with confidence. Be outwardly positive, even if you don’t feel it inside.

Your team need you to step up to the plate, stay away from negativity, and make sure that their professionalism is noticed at senior levels.

What Do You Think?

Let me know your thoughts on this in the comments below, I would love to hear from you.

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