Reorganization of your Department, Division or the Tribal Organization

Change can be a benefit for your organization if you do it the right way. However, if it is not well thought out or communicated well to the staff it can have the opposite effect. One of the Tribes I worked with awhile back had gone through a reorganization effort within the previous five years. I was there as part of team to assess how two of their departments were working together. One of the findings we came up with is that the two department directors had not been in the same room in the last five years which was directly related to the time the reorganization had occurred. They had minimal input into the reorganization effort and one of the outcomes was that they only interacted when they had to.

The process of reorganization must address several areas to make sure it is an efficient and effective way to restructure the organization. Here are some of the factors to consider for a reorganization proposal:

  • Time frame
  • Reasons for reorganization
  • Before and after organization charts
  • Job descriptions for new, changed positions
  • Names, title of employees to be affected by changed or eliminated jobs, new reporting lines, physical relocation, or reduction in time)
  • Review of Native Preference impact
  • Order of potential layoffs or expanding staff based on guidelines
  • A communication plan
    • Identify the different groups who will need communication and the different messages/information they will need
    • Determine series of review and update meetings with staff
    • Determine schedule at informational meetings with staff
    • Plan communications outside departments to announce reorganization
    • Setup individual meetings with employees projected for layoff and for those whose jobs will change significantly
  • Determine skills needed for each position
  • Compare current skills with what is needed
  • Determine training needs and resources
  • Design and implement training
  • Review, reassess and gather input during implementation
  • Include systems that will provide regular feedback from management, staff and Tribal members
  • Build an effective Team
  • Determine methods to get feedback during implementation
  • Clarify mission, goals and standards for success
  • Schedule regular staff meetings
  • Facilitate communication by being open to suggestions and concerns
  • Act as peacemaking influence by looking for opportunities to mediate and resolve minor
  • Encourage all Team members to share information
  • Support brainstorming and consensus making where appropriate