The marketplace is shifting faster than ever, with supply chain disruptions, digital transformation, and accelerating AI adoption pushing leaders to rethink how their organizations are structured—and whether they are optimized for performance. HR and business leaders are looking inward and asking tough questions: What KPIs were missed last year, and why? Is the the right strategy, the right talent, and the right technology in place? And is company culture enabling or getting in the way of success?
An organizational redesign is an opportunity to align strategy, processes, and culture to create fluid systems and structures. In reality, though, about 80% of organizational restructures fail to deliver the expected results. Too often, efforts focus on drawing new organizational charts rather than addressing—or simply considering—the underlying factors that drive sustainable change.
For a redesign to be successful, HR leaders need to evaluate all the elements that influence business performance through nine levers of organizational redesign. These levers function like a carefully orchestrated home renovation, where each decision impacts the final result. Nobody would upgrade their kitchen without considering how it connects to the dining room or install new floors without addressing an issue with the foundation. Similarly, in organizational redesign, adjusting one lever without considering its impact on the others can lead to misalignment. And as with a remodel, scale is important when considering what to adjust; the first four levers below really beget a large remodel, whereas the last five are typically part of a smaller-scale update.
Read the full article on HRO today and learn the nine levers leaders can adjust to create a fluid organization.
