Expert Opinion: How to structure an organisation for change

Donna Morton from Stockport-based HR transformation and change management consultancy, Lomarton, explains how to structure a business for change.

Getting your organisation change ready involves considering several key factors and taking specific actions to ensure it remains adaptable and successful, even in a constantly shifting market landscape.

Research from the Chartered Institute of Personnel and Development (CIPD) indicates that organisations with highly engaged employees are 21% more profitable.

How is this possible? This is possible as a successful change initiative often involve strategies to enhance employee engagement which in turn leads to improved productivity, innovation, overall business performance and an environment that fosters continuous improvement

Based on my experience, when we have facilitated engagement, provided guidance, and sought input from employees across all levels of the organisation, we have observed a notable change in perspective. Rather than viewing initiatives solely as offerings from the business, employees increasingly seek empowerment and actively desire to contribute to the organisation’s success.

Our advice to our clients:

1. We need a clear vision and purpose for the organisation and the desired outcomes of the change initiatives. Develop a strategic plan that outlines the steps needed to achieve these goals.

2. Form a dedicated team or task force responsible for overseeing and implementing change initiatives. This team should consist of individuals with diverse skills and expertise, including change management specialists, project managers, and representatives from different departments across the business.

3. Communicate the reasons behind the need for change to all stakeholders within the organisation. Clearly articulate the benefits and potential impacts of the proposed changes to gain buy-in and support from employees at all levels, transparency and open communication are key.

4. Culture is important. Foster a culture of empowerment and engagement by involving employees in the change process. Encourage open communication, solicit feedback, and provide opportunities for employees to contribute ideas and suggestions for improvement from the onset.

5. Ensure that employees have access to the resources and training necessary to adapt to change successfully. This may include providing training programs, workshops, and access to tools and technologies that support new ways of working.

6. Define clear roles and responsibilities for employees involved in change initiatives. Clearly communicate expectations and ensure that everyone understands their role in driving the desired outcomes.

7. Adopt agile and flexible organisational structures that enable quick decision-making and adaptability. Flatten hierarchies, encourage cross-functional collaboration, and empower teams to make decisions at local level.

8. Regularly monitor the progress of change initiatives and be prepared to adjust course as needed. Identify key performance indicators (KPIs) to measure success and track progress towards achieving organisational goals.

9. Celebrate milestones and successes along the way to maintain momentum and morale. Additionally, encourage a culture of continuous learning and improvement by reflecting on failures and using them as opportunities to learn and grow.

Finally, ensure that changes are sustained over the long term by embedding new processes, behaviours, and ways of working into the organisational culture. Continuously reinforce the importance of change, encourage ongoing innovation and adaptation to embed change into the culture and ensure the business remains resilient.

By following these steps and principles, organisations can effectively structure themselves for change and position themselves for long-term success in today’s rapidly evolving business landscape.