http://workforce.com/wpmu/bizmgmt/2008/06/27/reorganize-the-staff/ All about the issues that arise when workforce issues converge with business management. Sun, 22 Nov 2009 12:38:58 +0000 http://wordpress.org/?v=wordpress-mu-1.2.3-2.2.1 http://workforce.com/wpmu/bizmgmt/2008/06/27/reorganize-the-staff/#comment-25688 Luanne Fri, 04 Jul 2008 14:50:25 +0000 http://workforce.com/wpmu/bizmgmt/2008/06/27/reorganize-the-staff/#comment-25688 Your article, and in particular Benjamin Schachter's statement, rang very true for me! I worked many years (15) for a government-run casino and over time, was impacted by a couple of re-organizations and its subtle cousin; applying for your own position (one day your position disappears, only to be replaced by one with the same job description but a different title) I tried to understand the motive behind these moves but could never come up with a plausible reason. I did see and feel, first hand, the ramifications of such moves....low morale, distrust, us-against-them attitudes, etc. Perhaps a defender of this type of strategy, reading my comment, might say a re-org is a chance to move talent around (good for the company, good for the employee)...or to inject new blood into areas that need rejuvenating...or to save $'s; these are valid reasons. But as Mr. Schachter said, if your organization keeps relying on re-orgs, it's not getting it! I often wondered...was a re-org an attempt to move people out of positions where management wasn't happy with their performance? If that was true, then shame on them! As managers/leaders, it is our obligation to manage our areas/companies....and be honest about it. Shuffling people out of positions should be replaced by timely performance reviews, realistic goal-setting, regular feedback and when warranted, corrective action. Re-org's should be used as a last resort, if at all. I left my previous employer 3 years ago and can say they still resort to these tactics in managing their business. It's too bad....it's a good company, with loads of good people. Lu Your article, and in particular Benjamin Schachter’s statement, rang very true for me!
I worked many years (15) for a government-run casino and over time, was impacted by a couple of re-organizations and its subtle cousin; applying for your own position (one day your position disappears, only to be replaced by one with the same job description but a different title)
I tried to understand the motive behind these moves but could never come up with a plausible reason. I did see and feel, first hand, the ramifications of such moves….low morale, distrust, us-against-them attitudes, etc.
Perhaps a defender of this type of strategy, reading my comment, might say a re-org is a chance to move talent around (good for the company, good for the employee)…or to inject new blood into areas that need rejuvenating…or to save $’s; these are valid reasons. But as Mr. Schachter said, if your organization keeps relying on re-orgs, it’s not getting it!
I often wondered…was a re-org an attempt to move people out of positions where management wasn’t happy with their performance? If that was true, then shame on them! As managers/leaders, it is our obligation to manage our areas/companies….and be honest about it. Shuffling people out of positions should be replaced by timely performance reviews, realistic goal-setting, regular feedback and when warranted, corrective action. Re-org’s should be used as a last resort, if at all.
I left my previous employer 3 years ago and can say they still resort to these tactics in managing their business. It’s too bad….it’s a good company, with loads of good people.
Lu

]]> http://workforce.com/wpmu/bizmgmt/2008/06/27/reorganize-the-staff/#comment-25448 gay rogers Tue, 01 Jul 2008 17:06:11 +0000 http://workforce.com/wpmu/bizmgmt/2008/06/27/reorganize-the-staff/#comment-25448 I couldn't agree more with Mr. Hollon.\ I couldn’t agree more with Mr. Hollon.\

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