Company Reorganization: How To Stay Employed

Your company is restructuring and many roles and jobs are changing. The “new organization” may make sense for the “new strategy” but where will it leave YOU?

Restructuring can affect everyone. Some people may change departments, others may change responsibilities, and yet others may be asked to relocate. So does this mean good news or bad news for you? Will you end up with a job you don’t like or lose your job altogether? Or is this the opportunity you’ve been waiting for?

Understandably, you may not like having to re-interview for what feels like your old job or the new job that will replace it.  But don’t take this personally. If your boss values you and the quality of your work, this can be a great chance to gain a challenging and interesting role in the new organization. The newly defined position may be better than your old one! Remember, you have the experience and qualifications to do this job. So grasp the opportunity and make the most of the situation!

Tips for Re-interviewing

  • Take this seriously.
    You are not guaranteed to keep your job, so this isn’t simply a “rubber-stamping” exercise. This process is just as serious as applying for a different job with a different company. However, your preparation is different from interviewing for an outside job. And the interviewing approach can be different. You probably won’t be given that “getting to know you” easy warm-up at the start of the conversation. These interviews are usually hard-hitting from the start. You’re expected to know the job and you have to prove that you’re up to the challenge.
  • Analyze the job and the required competencies.
    List the most important skills needed for the job. You probably have the ability to do the work, otherwise, you might have been laid off in the initial rounds of restructuring. What personal areas of competence are rewarded, expected and talked about within the company? What have you done that you were given positive feedback?
  • Prepare examples.
    The interviewer will look for proof that you can do the job well. Have examples of your work fresh in your mind (depending on the position, you may want tangible evidence). Be ready to discuss five to seven examples of your skills and accomplishments. It’s best to have a good balance of examples showing technical skills (perhaps demonstrating how you did something) as well as personal competency (perhaps showing how you dealt with a difficult situation or person). Use these examples when you’re asked questions. Remember to concentrate on those areas that you’ve identified as critical to job success.
  • Provide supporting evidence.
    Be ready to back up your claims. You can tell people that you’re great at organizing, but your statement carries more weight if you support it with solid data. How did you or your team contribute to the timeliness of the project? How much money and time did the company save because you prepared the project properly? Consider the following: Sales/revenue you generated. Positive feedback your clients gave you. Problems you solved.  Initiatives you took, etc.
  • Prove your enthusiasm.
    Your attitude can be as important as your knowledge and skills. There may be many capable people out there who are interviewing for the same position. The reason for hiring often comes down to “will this person fit and do well?”  Interviewers want to know if you have a passion for the work. Will you bring a positive energy to the team or will you bring it down?

Smart Moves Tip

If you treat this interview with the same importance and significance as a regular job interview, you’ll increase your chances of being successful. Know what your skills are, know what you’ve already contributed to the company and know how much you’re worth. Your preparation will pay off!

Also see: Is It Time to SWOT Yourself? and Why a Success Portfolio is Vital for Your Career


Readers, what’s your experience, as an employee or manager, with a company’s reorganization? What advice would you give to someone who is in the midst of this change? 
What’s Your Specific Challenge?
Simply EMAIL your questions to me (or enter them as in the Comment Section below) and I will provide answers that will build your leadership and management SMARTS

My motto is: “If you do what you always did, you will get what you always got. Therefore, MOVE outside of your comfort zone; that’s where the MAGIC happens. To bring that magic to your leadership and career, visit Marcia’s website Smart Moves Coach and subscribe to “Coaching Clinic” Marcia’s monthly Execubrief with additional insights, intelligence, and inspiration.

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Marcia Zidlehttp://www.smartmovescoach.com
Marcia Zidle, The Smart Moves Coach, is a national known board certified coach and keynote leadership speaker who guides organizations that are planning, or in the midst of, ambitious growth and change. As a career strategist, she works with professionals, managers and executives who want to build • shape • brand • change • vitalize their careers. She’s been selected by LinkedIn’s ProFinder as one of the best coaches for 2016!Her clients range from private owned businesses to mid-market companies to professional service firms to NGO’s. With 25 years of management, business consulting and international experience, she brings an expertise in executive and team leadership; employee engagement and innovation; personal and organization change; career building and development; emotional and social intelligence. Your Future Starts Now With Marcia!
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Chris Pehura

There are some good points here. Reorganizations are highly political, so it’s best to align yourself with those that are driving the reorganization. The reorganization is being done for certain reasons, and these reasons are driven by vision and values. To survive a reorganization, it’s not what you do, it’s who you work with to do it.

I’ve helped support quite a few reorganizations and found way too often that minds have already been made up before those interviews commence. If you do great work but you’re not highly visible or the person you’re directly supporting or working with isn’t highly visible, you will be gone.

So adding to your point on evidence. When providing evidence of your contribution, highly stress the visible and influential people you supported that you know for certain will survive the reorg. You need to demonstrate how important you are to them which translates to your importance to the organization.

Anonymous
Anonymous

Thanks for your insights Chris.

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