Restructuring a team without losing the people you need

Restructurings fail in two ways: the process is legally unsafe, or it is so poorly communicated that the best people leave. Good planning avoids both.

Start with the business case

Write down why the change is needed and what the new structure looks like. Every later decision should trace back to this document.

Plan consultation early

Consultation periods are set by law and cannot be shortened by enthusiasm. Build them into the timetable from the first day.

Choose objective selection criteria

Criteria should be measurable, applied consistently and documented. Avoid anything that could indirectly disadvantage a protected group.

Talk to the people who stay

Retained staff need to hear what the change means for them, quickly and honestly. Silence is usually read as bad news.