If you have worked in a decent sized organization for any period of time, there’s a good chance you have been part of a “reorganization”. Sometimes it is unclear why the reorganization is happening. Not only does the change come with uneasiness, due to poor communication and messaging, frequently the details of who gets moved where do not make sense. Depending on where you sit in the hierarchy, your input was probably not solicited.
These experiences give ammunition to comic writers and cartoonists alike. You do not need to go far or read sophisticated business journals to understand why reorgs often do more harm than good. Are they really happening with purpose or are they just a plot to cover up bad decisions?
Not only are the motivations of reorgs suspect, they seldom take into account the informal tapestry that exists in the organization. If you are going to do a reorg, wouldn’t you want to fully understand the talent and influence dynamic first? Wouldn’t it help inform who goes where?
Fortunately, more companies are bucking the status quo. Rather than rely on the opinions of a few executive leaders, some organizations are capitalizing on the wisdom of crowds to help make reorgs meaningful, engaging and effective.
How does your company fare when it comes to reorgs? Do they do it with purpose and insight or is it more of a Dilbert exercise?
Vikas Narula (@NarulaTweets) is Creator and Co-Founder of Keyhubs (@Keyhubs) – a software and services company specializing in workplace social analytics. He is also Founder of Neighborhood Forest – a social venture dedicated to giving free trees to kids every Earth Day.