⏰ It's time to reorg
Hello! Adam Thornhill here. ‘The Podcast Guy’ saving you 10 hours a week.
Enjoy the 102nd Podup, with special thanks to Castmagic.
Today, we’ll dive into the best insights and ideas from the In Depth podcast.
We've witnessed many reorgs over the last 12 months, largely due to shifts in the macro economy. With the rise of AI, this trend is likely to accelerate, leading to further job displacement.
Today, we're fortunate to hear from Saumil Mehta, GM at Square. He shares advice on how to design and communicate a reorg that not only meets your business goals but also respects the human element.
Start with design before people
When working on a reorganization, emotions and personal relationships can often cloud your judgement. You should exclude individual names from the initial design. Only after the design is established should you factor in human considerations and emotional concerns.
Saumil Mehta
Be intentional about comms
It's all too easy to get everything right and then botch the communication, paying the price for it a year down the road. Be detail-oriented about documenting everything in one place and then sharing it with the entire management chain as you go. You must clearly communicate why the reorganization is necessary and what it aims to achieve.
Saumil Mehta
Why it matters
Reorganizations are a necessary evil. Done poorly, they can lead to confusion, decreased morale, and a loss in productivity. However, when executed thoughtfully, reorgs can align teams with your business goals, streamline processes, and set the stage for future growth.
The structure that worked for you yesterday may not be the best for tomorrow. But how do you do a reorg without causing chaos or hurting morale? The answer lies in a well-thought-out design and clear, consistent communication.
Next steps
Identify your goals. Before you think about making changes, have a clear understanding of what you're trying to achieve. Write these goals down and ensure all stakeholders are aligned.
Design first, names later. Start with an organizational design that focuses on roles and responsibilities, not the people currently in those roles. This ensures that you're solving for your company’s needs, not individual preferences or politics.
Involve key stakeholders. Once you have a draft design, involve key stakeholders for their input, especially those who will be most affected by the changes.
Prepare for communication. Develop a comprehensive comms plan. This should include talking points, FAQs, and a schedule for when and how information will be disseminated.
Execute and follow-up. Once the reorg is announced, be prepared for questions and concerns. Address these openly and honestly, and make adjustments as needed.
Your thoughts?
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