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Great question, thank you. I would want to understand where the company was when it started restructuring, where it wanted to be at the end, where it is now, why the last effort failed (problem with planning or execution). Plan again and ensure first that issues are not repeated and timely delivery is this time not affected. There is more to this, depending on the reason for ‘failure’, there also might be a need to boost confidence/refocus in the new plan.
First of all , I'm going to do a study about the cause of the structure failure then Look for weaknesses after that looking find solutionstake advantage from the experiences of companies operating in the same field
The rule is simple, do study the organization dynamics, its climate and employees behavior. We need to find the causes of failure at last time. Restructuring is a sensitive decision and every care should be given while taking such steps. All the stake holders must take into confidence while doing such initiations.
I feel the first thing that needs to be done is to understand why they need to restructure, their pain points, & your suggestion for the restructure. Educating the organisation starting from the top management and including people who are going to be impacted. This is a very important process as the way they work or they are used to work is going to be impacted and educating them would enable you to get their BUY IN to this restructuring. Also, one of the important aspect is to check why the previous restructuing effort failed and try to learn from that effort. It being your lesson learnt which you can use to avoid those mistakes.
This is a long task in the process as this requires a lot of strategic planning, feasibility studies, compensation options, business benefits analysis and a lot more to play. Restructuring of a company or an organizations may take step by step and will need Upper Management support for that matter. It may take years. For example, you may send a memo and talks to employees affected at the lower level as the first phase of the restructuring, consider payment options for those who will file early retirement as they play against the change etc, then play the second and final phase, whatever it is. It should be a win win solution for all parties involved and affected. For at the end of the day, you will all realize the benefits of the restructuring process.
Mature Organizations are commonly used for Organization/Team running in auto pilot mode. Have seen cases where restructuring have damaged the culture and have negatively impacted the deliverables. I wouldn't say that this is the best approach, but my suggestion is that you work with team to share your proposal on why you feel restructuring is a need and share the broader objective.. it would make sense that Team must feel that management is implementing a change which is actually Employee Choice change.
