Change Management and Organizational Restructuring

Resistance to change is rational and predictable, but change is necessary for success. Change management is the process by which you support your people through transition. It provides the tools and processes you and your people need to achieve business goals. To accomplish sustainable and long-term change, a business needs a change management professional to help the organization navigate that change. Managing change comes with challenges and obstacles. Red Clover is able to provide a structured approach to any organizational change project that your organization is ready to undertake. We bring a unique perspective to change projects. We help organizations look at their problems a little differently, and as a result, the change plan is different too.

Red Clover’s Change Methodology

Our Change and Transition Management methodology focuses on the human behavior elements of change as well as managing the risks to ongoing business continuity. Red Clover works within your business to create, support, and encourage behavioral changes among your workforce that support the changes you are making in the business. This means developing communication plans that keep your people as part of the process; it explains why the change is happening, how the change will occur, and what is expected of each member of the organization. Any effective change project requires patience and long-term commitment, so we develop sustainable strategies that will support change long after our consultants have taken a step back from the project. Well thought out, methodical change is the goal – it’s a marathon, not a sprint. Change can also be chaotic, but it doesn’t have to be. Change management means developing a structure for the change to mitigate risk and reduce the chaos. Having support from change management professionals is the key factor in helping organizations and their employees successfully implement change and reap the immediate and future benefits of the change project.

Red Clover’s Approach to Restructuring

One of the principal ways your organization may leverage our change management methodology is through organizational restructuring. When you choose to trust Red Clover with your restructuring project, it begins with a clearly defined financial business case that outlines the overall goals of the progress with a focus on the case for change. If there are changes to headcount or the overall organizational design of your company, you want a strong return on investment on the people transition effort. These projects can be complex. When preparing a restructuring plan, you receive an assessment of the current organization mapped to the future job roles, development plans for the retained organization, and restructuring plans for employees impacted by layoffs. We use our own methodology for this – with a combination of organizational change management and work planning and estimating for transforming the organization from current to future state.

Restructuring projects can be hard, because you’re making difficult decisions that directly impact your people, in an attempt to keep the business competitive and viable. Red Clover works with you, every step of the way, to ensure your people-facing decisions are the right ones. From terminations to job redesign, we work closely with you in providing the guidance, solutions, and supporting materials for every aspect of the restructuring process.

Work With an HR Consultant to Help With Change Management or Organizational Restructuring in Your Company

The dedicated team of HR consultants at Red Clover are ready to tackle any challenge when it comes to change management or organizational restructuring projects. If you’re in need of guidance when it comes to restructuring your company or dealing with change management contact Red Clover today by filling out this form or giving us a call!

Our Services

Services to meet your companies human resources and organizational change management needs.

The Results

Construction and Contracting

A commercial roofing contractor was in hyper growth mode. They had goals to increase their field workforce to expand their service area to additional states and geographical locations. If they were to grow their field workforce, they would also need to increase their administrative, operational and sales headcount to support the additional workload created by increased field work. Additionally, they were challenged in workforce retention and development, experiencing high turnover, and did not have a dedicated Human Resources professional to manage employee relations and compliance issues that come with trying to scale a business.

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