Successful Organizational Redesign

6 Keys For Successful Organizational Redesign

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When was the last time your business went through a significant reorganization? Whether it was spurred by growth, new management, or an attempt to fix longstanding problems, overhauling how things are done can be tricky. And if you’re not careful, all your hard work could go to waste.

Redesigning your organization can be a daunting task. There are so many moving parts and possible pitfalls. But with the right approach, you can make your reorganization a success.

To help you start, here are six keys to keep in mind.

1. Planning and Preparation

Any organizational redesign can be complex as there are various factors to consider to ensure a smooth transition. And this is why planning and preparation are essential. While there are other things that contribute to a successful reorganization, without a solid plan and preparation in place, things could get more challenging, and the entire process may not go as smoothly as you’d like.

To start, careful planning like hiring an organizational consulting firm can help you map out a clear path forward and help ensure that all necessary steps are taken into account. On the other hand, preparation ensures that everyone involved is ready for the change and understands what will be expected of them.

Starting with these two elements in place, you’ll be well on your way to a successful and efficient organizational redesign.

2. Engaging Employees

During an organizational redesign, it’s essential to consider your employees. After all, your employees are the ones who will be doing the work to make this reorganization a reality. And with this, team member engagement plays a vital role in helping ensure success.

Here are some tips for engaging employees during the organizational redesign:

  • Communicate the rationale for the redesign. Employees need to understand why the redesign must buy into the process. Be clear about the goals of the redesign and how it will benefit the organization as a whole.
  • Involve employees in the planning process. Allow them to be vocal about their input or suggestions on the design of the new organization. Doing this can help ensure that their needs are taken into account. And as such, they’re likely to feel invested in the outcome.
  • Once the organizational redesign is complete, brief your employees on the new structure and processes. This is essential so that employees know how to proceed. This can help minimize possible disruptions and ensure a smooth transition.
  • Reward employees for their efforts. Team member engagement is key to successful organizational redesign, so recognize and reward employees for their hard work and dedication throughout the process.

By following these tips, you can ensure that your employees are engaged and invested in the redesign process, which is essential for a successful outcome.

3. Communicating the Plan

Organizations often face the need to redesign themselves to remain competitive. But having a clear vision for your organization is one thing, and aligning all employees with that vision is another essential key to a successful organizational redesign. Every stakeholder needs to be on the same page to ensure that the process and its implementation will all go smoothly.

Here are some tips for communicating your organizational redesign plan.

  • Make sure that everyone understands the proposed changes. Hold informational meetings and provide written materials that explain the proposed changes in detail.
  • Allow plenty of time for questions and feedback. Be available to answer possible questions and address concerns. Be open to making modifications to the plan based on input from stakeholders.
  • Keep the lines of communication open throughout the reorganization process. Regular updates can help everyone in your team feel involved and invested in the redesign’s success.

4. Managing Change

An organizational redesign is a standard business practice that can bring several benefits, including increased efficiency and improved morale. However, changes like organizational restructuring can also be disruptive, so managing the change process effectively is essential.

First, be realistic about timelines. Organizational change doesn’t happen overnight. With that, allow enough time for employees to adjust to the new structure and procedures. Second, set realistic milestones so that you can track progress and identify any potential problems along the way. And finally, it’s crucial to provide support during and after the transition.

5. Measuring Success

When undertaking a redesign, it is essential to set clear goals and metrics for success. Without doing so, it won’t be easy to know whether the redesign has been successful. Measuring success can also help to identify areas that need improvement.

There are a few key factors to keep in mind when measuring the success of an organizational redesign. First, it is essential to consider whether the redesign goals have been met. Has the organization been able to achieve the desired results? If not, why not? Second, looking at how employees have responded to the changes is also essential. Are they more engaged and productive? And finally, it is necessary to assess the financial impact of the redesign. Has the organization saved money or increased revenue due to the changes?

By considering all of these factors, it will be possible to get a clear picture of whether the organizational redesign has been successful.

6. Celebrating Progress

Once the organizational redesign is complete, it’s essential to take a moment to celebrate the progress that has been made. This can help boost morale and keep employees motivated as they continue working in the new system.

Here are a few ideas for celebrating the success of an organizational redesign.

  • Organize a company-wide celebration. It can be something as simple as a lunch or an after-work happy hour. The important thing is to take time to celebrate the successful completion of the redesign.
  • Recognize employees for their hard work. Be sure to thank employees for their dedication and hard work throughout the redesign process. This can be done through a formal recognition program or simply verbally expressing your appreciation.
  • Implement a rewards program. Reward your employees for meeting or exceeding the goals. Doing so can help keep them motivated and engaged as they continue working in the new system.


An organizational redesign can be daunting, but it is often necessary for businesses to remain competitive and address possible internal issues. When undertaking a redesign, it is crucial to involve employees in the process, set clear goals, and measure success. Additionally, it is essential to celebrate progress once the redesign is complete. By following these tips, you can be guided on how you can ensure that your organizational redesign is successful.


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