In Case Of Re-Org, Treat It As A New Job Opportunity

Written by Mike Shapiro | | April 27, 2016

Everyone’s been through it a few times. New management comes in. Changes in reporting lines. People feel disconnected and generally out of sorts.

  • After all this time, don’t they appreciate me anymore?
  • I thought this was my area of responsibility. Who’s this guy messing with my stuff?
  • Nobody seems to know who to call for what anymore.
  • I can’t tell anymore whether I’m doing what I’m supposed to be doing.

Getting through this requires keeping a few things in mind:

  1. They don’t know you; you don’t know them. You’ve become accustomed to your role and responsibilities, and you know what works. You’ve known your co-workers and what they do — all the little connectors that make this place run. Your role and responsibilities just changed. All the connectors have to be re-built.
  2. They don’t know what they can count on you to do. You’ve built up a track record of accomplishments with the people you’ve been working with. They’ve come to expect certain behaviors from you and appreciate them. There are new people now. Don’t expect them to appreciate you overnight. You have to start building trust with them.
  3. Other people don’t know their jobs either. Sure, they worked it out on paper, but nobody in the organization really knows how this new structure is going to work. You can help them figure it out.

The best way to handle the re-org is to prepare for it before it comes. You know it’s coming, so be ready. Here’s how to hack the next re-org:

  1. Build your network.
  2. Hone your skills.
  3. Demonstrate to others you’re a versatile player who can adapt easily to new situations.
  4. Develop a reputation as one who helps others.
  5. Prove you don’t get hung up on job titles and turf; that you’re all about the mission and getting the job done.

Once the re-org is underway:

  1. Be ready and willing to show the new folks what your area does, tell them why you do it and how it benefits the company.
  2. Be proactive and propose your own definition of your new role and responsibilities, including some new things you’ve wanted to do and have some ideas about how to do it better.
  3. Offer to help with the building of the new org chart.

Being prepared and pro-active can go a long way toward making your re-org productive for the company, your co-workers and for you.