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PEOPLE

Organizational Design

UNDERSTAND

U

Conduct Interviews & Review Data

NAVIGATE

N

Assess the Organization's Integration Process & Pre/Post Merger Activities

IMPLEMENT

I

Unlock Duplication of Roles, Gaps & Lack of Synergies Post Merger

TRACK

T

Track Progress

YIELD

Adjust & Standardize

Y

Using the UNITY framework, let's explore a specific scenario that may keep you up at night...

Scenario

You recently went through an M&A project and you find there are some functions that have duplication of roles and gaps where roles are not present.

01

Conduct Interviews & Review Data

  • Conduct a comprehensive review of the pre-merger and post-merger organizational structures, including the roles, responsibilities, reporting lines, and functions of both entities.

  • Engage in discussions with key stakeholders to gather insights into the current state of the new company vs. pre-merger operations.

  • Identify areas of duplication of roles and functions as well as gaps where roles are not clearly defined or present.

02

Assess the Organization's Integration Process & Pre/Post Merger Activities

  • Define the client's strategic objectives and priorities following the merger. This could include achieving cost synergies, aligning cultures, or improving operational efficiency.

  • Analyze the duplication of roles and functions to determine which positions should be retained, consolidated, or eliminated. Consider factors such as skillsets, performance, new financial requirements, and strategic importance utilizing various tools for job competencies (i.e. SHRM) and compensation tools (i.e. WorldatWork, Paycom, etc.).

  • Identify areas where new roles or functions may be necessary to bridge gaps and support the merged organization's strategic direction.

  • Develop a comprehensive organizational design strategy that outlines the desired structure and how it aligns with the post-merger goals.

03

Unlock Duplication of Roles, Gaps & Lack of Synergies Post Merger

  • Create a detailed action plan for the organizational design changes, including timelines, responsible parties, and key milestones.

  • Collaborate with HR and leadership teams to communicate changes to employees, including any role transitions, reassignments, or job eliminations, with sensitivity and transparency.

  • Ensure that any legal, regulatory, or contractual obligations related to job changes or terminations are properly addressed. 

  • Recommend communication plans for any changes requiring job eliminations.

  • Facilitate the integration of employees from both organizations into the new structure while maintaining morale and engagement.

04

Track Progress

  • Establish key performance indicators (KPIs) to track the effectiveness of the new organizational design in achieving the strategic objectives to ensure additional roles are aligned correctly. Evaluate to ensure removed roles have not created an unintended action.

  • Continuously monitor and assess the impact of the changes on employee performance, satisfaction, and retention.

  • Review the financial implications of the organizational design changes, including cost savings or investments, and adjust as necessary.

05

Adjust & Standardize

  • Regularly evaluate the success of the organizational design changes and their alignment with the client's post-merger goals.

  • Solicit feedback from employees, managers, and other stakeholders to identify any challenges or areas for improvement.

  • Adjust the organizational design as needed, considering both short-term and long-term impacts on the merged entity's performance and culture.

  • Ensure that the organizational structure remains adaptable and responsive to evolving business needs.

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