Is organizational change difficult? wrong! It is not difficult to design a good exit for the abdicated middle and high-level
Providing enterprises with organizational structure adjustment suggestions and helping enterprises to promote organizational change is the content that most human resource management consulting projects will involve. When helping companies carry out organizational changes, the problem often faced is that the new organizational structure is difficult to implement, there will always be problems of one kind or another, and there will always be various resistances. Explicit problems and resistances may be poor processes, lack of talents, etc., but do not ignore a hidden resistance, that is, after the adjustment of the organizational structure, the placement of middle and high-level positions in some adjusted positions. It is difficult to implement the organizational structure smoothly.
Is organizational change difficult? wrong! It is not difficult to design a good exit for the abdicated middle and high-level
Usually, in order to ensure the smooth implementation of organizational change, enterprises will not make much adjustments in the middle and senior level, but there are still a few middle and senior positions that need to be adjusted. Once the new organizational structure is implemented, where will the incumbents of these positions go? Demotion? Fired? Transfer to another department? In short, it is difficult for most people to accept a new architectural solution without a clear statement. Failing to give these people a good outlet may cause their dissatisfaction on the one hand, and the company may lose more than the gains if they make some small moves behind the scenes; Faced with the same situation, the cohesion of the middle and senior management team was reduced. Therefore, organizational changes must be planned well in advance.
Is organizational change difficult? wrong! It is not difficult to design a good exit for the abdicated middle and high-level
But how should this exit be planned? Here are some suggestions for reference:
- Referring to the internal retirement mechanism of the original state-owned enterprise, some managers are allowed to retire in advance. Salaries can be paid according to 70%-80% of the original standard until the formal retirement procedures are completed. Of course, this method is only suitable for those who are approaching the retirement age.
Set up another post to give full play to the residual heat. Outside the business structure, staff agencies such as committees and consulting offices can be set up. The main functions of these agencies are to participate in the decision-making of major issues of the company, organize discussions on major issues, cooperate with new market expansion, maintain external relations, and be responsible for product quality improvement, technology introduction and transformation , and promote the reform of various functional modules in the form of projects. In a word, it is to cooperate with the general manager to carry out temporary work that each department has no energy or is difficult to advance.
Demotion and re-employment as senior technical staff. Some technical personnel can be removed from management positions and rehired as senior technical personnel. It's just that the company needs to pay attention to giving senior technical personnel similar salaries and status to management positions.
Provide a new entrepreneurial platform. Enterprises can set up another platform in addition to the existing structure, and let people with ideals and aspirations to perform. The company provides start-up capital, provides technical support, and provides functional services. It not only solves the problem of personnel export, but also develops new business for enterprises.