Organisational restructures are a common occurrence in today’s world. As an individual going through a restructure how can you ensure that you are best placed to benefit from the change?
If you are to look at both ends of the personal spectrum of people going through a restructure there are those that will sit back and wait to see what happens or those who will proactively seek to improve their current situation either within the new organisation or by using redundancy as funding to explore new opportunities. So do you:
- “Go with the flow” or “Create your own FLOW”
Go with the Flow
There are many perceived positives with this type of behaviour from a company perspective as you will potentially be seen as flexible, committed to the business and low risk. There is a slight risk that you may appear disengaged, but that is likely to be overlooked. This is seen as the “safe” place to be. If you are to view this from a personal perspective then you are open to ending up in a job role that isn’t your choice, it may take away the parts of the job that you enjoy or the potential promotion that you have in your current development plans. It is a safe harbour to remain in employment, it isn’t necessarily a safe place for your future career.
Create your own Flow
A full organisational restructure offers the opportunity to fully review your career objectives and potentially do something about maximising your enjoyment and fulfilment in work. There are aspects of most roles that people enjoy, otherwise why did you take the job in the first instance. It is this enjoyment alongside understanding why what you do is important that can lead to completing certain tasks in your own flow (in the zone). This is when we are at our most productive, when we love our job and when you suddenly realise that it is already lunchtime and you haven’t even noticed the morning. Restructures can offer the opportunity to evolve your role to offer more of the “flow” and less of the mundane. If however you don’t feel you have any “flow” in your current role, perhaps redundancy is the sensible option.
From a company perspective a person proactively seen to be suggesting change in their job role can be seen as a maverick, perhaps out for themselves. However, positioned correctly, you could be seen as highly committed to the business and wanting to create a long term career in the organisation.
So which is it best to be?
In reality as with most things it is both, is it possible to “go with the flow” but actually hold the rudder of your boat? I believe that it is possible to do this but it does take a little bit of thought process to do, some of the things to consider are:
1) What are the overall priorities of the new organisation?
2) Am I comfortable with these as a person?
3) Where do I fit into these priorities?
4) Where does my current role fit?
5) What tasks do I enjoy in my current role?
6) How can align these tasks fully into the points above?
Once you have been through this process it is worth revisiting this as a whole to ensure that it is definitely the place that you want to go. If it is then simply couch your personal objectives for your new role to your employer against their own new organisational objectives. In this way you can be seen to be in full support of the restructure, committed to the company and getting the role that you want. It won’t always work as there may not be the infrastructure to make it happen, however it will always be viewed in a positive light by your employer.
About the author: Tony Cox is a Senior Director of a healthcare consultancy and a qualified business coach. He has spent his career in Business Insights alongside experience in Sales and Marketing. He is currently learning the wider aspects of Positive Psychology from his amazing wife, Caralyn Cox.