Restructuring:
A steep climb with new insights
Blog by
Yvonne Oldenhof
Career advisor is a versatile and rewarding profession. In my coaching work, I experience many wonderful moments. But sometimes you step into an organization during turbulent times. For example, when they are forced to restructure. This has direct consequences for the employee. I witness the emotions that come with this up close. It affects both the employer and employee. My task is to ensure that, in a restructuring, there are ultimately as few losers as possible.
An upcoming restructuring
From the moment it’s clear what the restructuring will look like, you start informing your staff. Clarity is key. Why is restructuring happening? What are the consequences? What will happen to the organization and its employees? This information must be communicated at all levels. My tip: Keep the conversation going with your employees at any moment. Even though this asks a lot of energy and flexibility from everyone. Because I see daily what dismissal does to employees, immediate support for those laid off is a valuable addition. Emotions can run high. However sad the news is, it’s comforting to know that someone is there for those involved. Someone who understands what being let go does to them. Someone they can open up to.
How do I survive the rollercoaster?
A restructuring hangs over an organization like a dark cloud. Of course, a lot of attention goes to those employees who lose their jobs. With a good social plan, at least you give them a bit of support. Through work-to-work programs and often a training budget, employees can (re)orient themselves toward a new job—additionally, outplacement can also be a solution. Less often do we reflect on the problems and emotions of the employees who stay. They, too, must cope with the departure of their colleagues. And they are left with questions like: What does my future look like? What extra tasks will I have to perform from now on? My advice: Keep communicating about what’s happening and what is yet to come. They too need to regain trust in the new situation.
How to move forward after a restructuring?
As an organization, allow your employees to experience these feelings. Everyone should be able to process the restructuring in their own way. Try, despite all the difficulties, to also allow for relaxation. Give everyone the time they need to find a new balance. A restructuring might feel like a heavy, steep climb. But it also offers new perspectives, opportunities, and insights.
New perspectives and opportunities as well
By making employees aware of their talents, they can talk about them with enthusiasm again. I truly believe in every person’s (resilient) strength! Confidence grows, and the employee returns to a positive flow. With new knowledge gained through training, insights, analyses, and coaching sessions, I know employees become happy about their new future. And that makes me happy too.
Yvonne Oldenhof
Career Advisor
What gives me satisfaction is making employees aware of their talents. As a result, they are able to talk about them with enthusiasm again. Because I truly believe in every person’s (resilient) strength!
