WORKPLACE REDESIGN PROCEDURE
A seven-step procedure for Workplace Redesign is practiced. In order to be successful, it is vital that all steps are followed and accomplished.
1. Identify a change management team
- An Organizational Effectiveness Consultant is paired with your leadership team.
- Develop a contract for the change and host initial meetings
- Identify a clear outcome for the change.
- This team will be responsible for communicating needs and other considerations as the process continues.
2. Conduct an “As Is” systems assessment
- Look at the current organizational structure, analyze the roles and resources, and identify accountability positions of authority.
- Examine the current team dynamic and the readiness to put forth the effort for change.
- Examine benchmarks and collect the necessary data to support the change.
3. Create an infrastructure to sustain the change
- Step back and look for new solutions.
- Make a future organizational chart, consider the span of manager control, and review key functions, processes and systems.
4. Complete a talent pool assessment with key leaders
- Examine effectiveness, skills, knowledge and commitment of current leaders.
- Explore gaps and assess the need to hire new staff.
- Look at the fairness and diversity of the organization.
5. Support the new organizational model
- Identify growth and maintenance pieces.
- Redefine job descriptions, job evaluations and performance metrics as needed.
- Define reward and recognition programs to sustain and encourage the change.
6. Implement the new organizational model and communicate often
- Offer rationale and opportunity for ongoing feedback from staff and customers.
- Provide support for remaining and existing personnel if needed.
- Provide support for the manager and emphasize leadership accountabi.lity.
7. Manage the change of the new organization
- Acknowledge staff participation and contributions.
- Communicate and modify frequently, with a process to follow-up on how the change is succeeding at the 3, 6 and 12 month marks.
- During the first year of implementation, review and evaluate the original performance metrics frequently.