The 5 phases of a business restructuring

Restructuring causes employees to change their environment, which can generate a range of psychosocial disorders affecting their health. Even if each situation is unique, it is possible to develop a business restructuring model in 5 phases through which companies will go through.

Reorganization processes are governed by specific legislation. Article 3 of the emergency plan on the prevention of stress at work by Xavier Darcos calls for companies in the process of restructuring to take into account the prevention of psychosocial risks. In addition, recent case law (Fnac or The Phone House) has specified the obligation to take into account psychosocial risks in restructuring, otherwise the reorganization project will be cancelled by a court decision.

It is necessary to anticipate change and prevent risk future for all employees affected by the reorganization, in fact, reorganizations affect employees who lose their jobs, but also those who keep their jobs [1].

Prepare the change, before the announcement, in order to avoid it being too sudden, especially after the COVID-19 crisis

Conduct a human impact diagnosis allows you to identify and assess the psychosocial impact of change on your employees. The COVID-19 crisis and its implications for the global economy is one of the major causes of current restructuring. It is essential to explain to employees the process that has been put in place to protect the company from restructuring and the reasons why, despite efforts, it is unavoidable.Qualisocial studies your organizational context before and after the restructuring, the populations affected and the business restructuring project as such. The recommendations make it possible to reduce human risk through primary, secondary and tertiary preventive actions.

Limiting the impact of corporate restructuring during the restructuring phase

Training local managers in RPS prevention and change management allows them to be positioned at the center of your prevention system and thus guarantee a capacity to detect and manage sensitive situations internally. As recommended Henri Lachmann, Christian Larose and Muriel Pénicaud in their 2010 report for well-being and efficiency at work : the health of employees is first and foremost a matter for managers.

Qualiocial trains and coaches your local managers, HR, health services and social partners so that they are in a position to:

• to understand the mechanics of psychosocial risks during the restructuring phase, for them and for others
• to detect and manage a risky situation
• to identify and implement good management practices
• to be part of the role of internal relays in the restructuring
• to lead change while being aware of the risks and crises that may result
• to apprehend change and to prepare their employees
• to communicate effectively to act on the acceptance of change

Setting up a system to listen to and support employees in difficulty allows all your employees to report a difficulty personal or professional when they feel the need. While your managers can detect and manage sensitive situations, they are not psychologists by any means. The telephone hotline and psychological support offers your employees listening, help and psychological support with professionals 24 hours a day, 7 days a week. It allows them to be accompanied in order to regain a healthy situation or, failing that, to be directed to the solutions that allow it. Qualisocial also offers the possibility of involving a psychologist directly on your premises or of setting up face-to-face psychological follow-up in an external office with an employee.Communication throughout the duration of the project has several objectives:

• Guarantee the understanding of the challenges and causes of corporate restructuring (especially following the Coronavirus crisis)
• Publicize the approach taken by the company to protect the health of employees in the complex framework of reorganization
• Ensure that employees have confidence in the devices made available to them and that they will use them if they feel the need

Qualisocial believes that once the company restructuring has been announced, it is important to remain transparent about all communication to ensure that the messages sent are under control. It is also important to adapt communication according to the audience (employees, managers, CE, CHSCT, etc.).

Support business reconstruction by evaluating the impact of change on the organization

Measuring post-reorganization impacts will allow you to:

• understand the impacts of your restructuring on the health of your employees
• identify areas for improvement of the new organization so that it is in line with internal realities
• facilitate the integration of new work processes by all
• if a pre-reorganization impact diagnosis has been made, compare the projections made with the results of the post-reorganization impact assessment.
• draw up a corrective action plan following the restructuring

The specialists at Qualisocial provide you with their experience and use an evaluation and analysis approach based on the latest studies and scientific publications in psychology, management and organizational change. The advice provided can be a lasting part of the managerial dynamic without ever penalizing the organization to which it belongs.

‍[1] Employees may develop a “survivor's guilt” syndrome by asking “why me rather than another” or even economic uncertainty “today it's them, tomorrow it will be me”.