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How to Develop and Implement a Change Management Plan for Organizational Restructuring

  • By Sheldon Kawarsky
  • October 17, 2023

Planning Change Management

In the ever-changing world of business, organizational restructuring is often necessary to remain competitive and stay ahead of the curve. However, changes within a company’s structure can leave employees feeling unsettled or uncertain about their future roles. As an employer, you are responsible for ensuring that this process goes as smoothly as possible for everyone involved. Having and implementing a change management plan can make reorganization less intimidating and provide much-needed clarity during the transition.

In this blog post, we’ll explore how to set up a successful change management plan for organizational restructuring to create positive outcomes for all involved.

What Is Organizational Restructuring?

Organizational restructuring is a process where a company changes its structure, business model, or operations in order to maximize efficiency. Though it is frequently the result of financial distress, restructuring may also be in response to new technology, unprecedented company growth, a merger or acquisition, or even a global pandemic.

Modern-day organizations are constantly undergoing restructuring to adapt to the changing marketplace. With increased digitization and globalization, these changes are becoming even more frequent and complex. To ensure that restructuring efforts succeed, change management practices are crucial.

Why Is Change Management Important in Organizational Restructuring?

Change management for organizational restructuring is essential for shaping employee behaviour, communication, and mindset in sync with new processes, systems, and company culture. It helps to minimize the negative impact on employees and maintain their morale, which is critical for organizational performance.

Change management also allows for better alignment between the company’s goals and the employees’ actions. Hence, it is imperative for organizations to adopt effective change management strategies to handle the challenges of organizational restructuring successfully.

Common Challenges of Organizational Change/Restructuring

Businesses may encounter numerous challenges on the path to organizational change. Some of the most common include:

  • Resistance to change
  • Lack of leadership support
  • Inadequate communication
  • Employee morale and anxiety
  • Lack of resources
  • Change fatigue
  • Organizational culture clash
  • Lack of employee involvement
  • Overcoming legacy systems and practices
  • Managing expectations (both executive and management level)
  • Sustainability of change

How to Create an Effective Change Management Plan for Organizational Restructuring

There are several steps involved in developing a change management plan for organizational restructuring.

  • Identify the key stakeholders: The first step is to identify anyone affected by the change, such as employees, customers, vendors, and other stakeholders. It’s important to understand how each stakeholder will be impacted by the change in order to develop an effective plan.
  • Assess the impact of the change: Once you have identified the key stakeholders, assess how the change will impact them. This can include things like job roles and responsibilities, customer service levels, or any other elements that the change may impact. 
  • Develop a communication plan: The next step is to develop a communication plan to ensure that all stakeholders are kept informed throughout the process of organizational restructuring. 
  • Develop a resistance management plan: It is inevitable that some individuals may resist change, so it’s essential to develop a plan for managing this resistance effectively. 
  • Develop a training and development plan: Next, you’ll want to set up a training and development plan to ensure that everyone understands their role and responsibility in guaranteeing everything runs smoothly after the new structure is implemented. 
  • Develop a monitoring and evaluation plan: Finally, it is important to develop a monitoring and evaluation plan so that progress toward achieving organizational goals can be tracked over time.

How to Implement a Change Management Plan for Organizational Restructuring

Here are some tips for putting your change management plan into practice:

  • Communicate the change to stakeholders: This may include providing regular updates on progress and any changes that may occur along the way. It is also important to provide clear instructions on how each individual can contribute to a successful transition. 
  • Manage resistance to the change: This could include providing an open forum for employees to communicate their concerns and objections and addressing those issues objectively. Companies may also want to introduce incentives or rewards for those who embrace change and demonstrate positive results.
  • Provide training and development to employees: Change management training for employees could include workshops, seminars, or online courses that help them gain an understanding of how their new roles fit into overall organizational goals and objectives. Leaders may also need the training to sharpen their team development skills.
  • Monitor and evaluate the change: This can include setting measurable objectives so progress can be accurately measured against expectations and regularly reviewing performance data to identify areas where further improvement may be needed.

Get Ready for Organizational Restructuring with Our Change Management Training

At The Soft Skills Group (TSSG), we understand the challenges companies face when undertaking organizational restructuring. We can work with your business to develop a change management plan that helps to minimize disruption and avoid negative consequences, while keeping employees engaged, motivated, and invested in the company’s success.

We provide change management training in Toronto, the GTA, and across Canada. Contact us today for more information on our workshops.

Sheldon Kawarsky

Sheldon has over 20 years of experience holding manager and director roles in the private and academic sectors, focusing on business development and fostering relationships with companies, universities, government organizations, and venture capitalists. His strength is in relationship building and clarifying the needs of clients to ensure their training maximizes their return on investment.