![]() But one of the worst things you can do is promote someone because they were loyal and then have them fail. I know organizations want to reward the people who contributed to their success. Recognize that the people who got you here, might not be able to take you to the next level. Here are some additional things to consider: This reader is absolutely right in taking the slow, deliberate, and communicative approach. But it’s still a problem that needs to be dealt with. On one hand, it’s a good problem to have – because the business is growing. I don’t know specifics about the dysfunction symptoms but one of the things that often happens in growing companies is they aren’t prepared to restructure as the business grows. I’d also like to add that it’s very mature of organizational leadership team to recognize their dysfunction and be willing to explore options to fix it. What advice can you offer for a company that is restructuring its organization?įirst, let me say thank you for the kind words about HR Bartender. I know that slow and deliberate is the way to go along with constant communication. I’ve convinced the CEO that we need a restructure of departmental flow. First off, your daily emails are my favorite. That’s what today’s reader note is about. With all of this going on, it only makes sense to consider whether an organizational restructuring would make things better – help the organization run more effective and efficiently. They are also managing economic uncertainty and a challenging labor market. ![]() Organizations are currently dealing with post-pandemic plans.
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