Managing business reorganization for growth

As your business grows, it’s going to go through growing pains. Departments will split to handle an increase of work, teams could get consolidated, a few roles will expand and separate into more in-depth individual jobs, and you’ll need to manage your business reorganization intelligently to support your growth.

How to handle business reorganization in a growing business

Here’s how to manage business reorganization when you’re expanding, from how to manage personnel to ensuring high-quality communications.

Hire (and fire) carefully

Be extra cautious when hiring in a time of need, because it can get tempting to fill vacancies as quickly as possible instead of waiting out for a great hire. Wrong hires eventually cost your company more time and money than any lost business from holding off for the right candidate.

Even if you’re growing rapidly, slow down and encourage your HR team to carefully screen each candidate before moving them onto the trial stage. Look for your future top talent online so you have a wealth of good candidates to choose from, and train them properly prior to starting so they know what to expect from your reorganization (what your business will look like before and after).

On the other side of the coin, business reorganization for growth could also mean letting go of team members who aren’t performing. In times of growth, your weak links will become more apparent. Look out for employees who may need to be let go to make room for higher performers, but ensure you treat their departure (or transition, if you need to move them to a different department) with dignity and respect.

Don’t forget to recognize your employees

With any major movements in the company, your team members could become nervous about their futures with the company. Talk to your star performers privately to let them know that you would appreciate their support in the transition and look forward to them continuing their careers with the company.

Identify your top employees, involve them in the business reorganization, and get their support and backing to engage and retain them. Ensure the employees who remain with the company throughout the reorganization are aligned with your new vision, business structure, and other strategic changes you’re taking.

Leadership and management must be fully onboard and knowledgeable

Much like your team needs to be onboard with your restructure, your leadership team must be aligned with a clear long-term view of what your business aims to become. Make sure they understand the restructure inside and out, so they’re equipped to answer any questions their team may ask.

Keep communication clear and consistent

Finally, in a restructure, your internal and external communications must be clear and consistent. Plan out how you’ll implement and introduce your restructure, and how you’ll explain it to all your stakeholders (employees, investors, clients, and so on).

What other tips do you have for managing business reorganization for growth?