Are you looking to change your structure or roles at work?
Workplace Redesign examines people, systems and processes, results, and the culture of the workplace to result in increased efficiency, potential financial savings, and employee well-being and satisfaction. Organizational Effectiveness (OE) uses a Workplace Redesign model including: getting started, planning the changes, making the changes, and finally sustaining the changes that were made. Support is available through the Consultation Process. Also visit the Workforce and Workload Planning Toolkit for more information.
What are the reasons for Structure Change?
- Financial challenges.
- Strategic planning demonstrates the need for change.
- Leadership sees problems and challenges coming.
- Regulatory changes requiring a review.
- Leadership wants to be a distinguished competitor.
Questions to address before going forward with Structure Change
- What is the driving purpose of the change?
- What is the desired result or outcome?
- How will we engage individuals to be a distinguished competitor?
- Have I involved my HR representative? Visit the Consultation Process website for more information.
Dimensions of Structure Change
- People: The characteristics, attributes and skills of the people working. People make an organization and need to be the number one priority.
- Systems and Processes: The structure, equipment, methods and technologies used to get the work done.
- Results: How do we know and let others know that we are successful? Are they relevant to what the clients want? Are they linked to the goals of the unit organization?
- Culture: How we relate with one another, relate to our customers, and our work together.