BLUF: Rapid change in structure leaves new employee struggling to be effective.
At my location, we just had two of our most senior people let go. They were both immediately terminated and everyone, including these two managing directors, was just recently notified. They were let go by a new head of our division, an outsider hire only starting around three months ago.
Our location is, in practice, the headquarters of our division but it is in a different city than corporate. This is because we were an acquisition to enter the industry around 7 years ago. Nearly all of the operations never moved. The head of our division is the only individual above the two managing directors and the head has always been based out of corporate.
The two managing directors were in charge of nearly all of our division’s operations (around 400 knowledge workers, ½ hourly & ½ salaried.) This includes everything except: our supply and distribution network (Another division handles it) and our sales force (All the sales leaders are still intact.)
The responsibilities of the two managing directors have been split between 3 directors formally underneath them. I do not think that either of the vacant positions will be re-filled. I am assuming that this layer of management (managing director) is disappearing from our org chart.
Also, note that our company has a great culture and has always prided itself on taking care of its employees. The two managing directors have risen through the ranks and have been in this building for 10+ years.
As a neophyte to the business world, this is certainly a maturing experience for me. I am not worried about my job, nor anyone else’s here. Yet, I know the road is not going to be smooth for the next few months e.g. new reporting relationships, new goal alignment, and (I imagine) a torrent of unproductive behaviors (mostly either: stagnation or misplaced/self-serving efforts)
I will be spending a lot of my time helping one of the 3 directors learn about and organize their area of responsibility. The director has been around for almost 7 years and has seen nearly all aspects of our business.
My main questions are:
What should we be most concerned with in regards to work getting done?
What should we be most concerned with in regards to communication?
What should we be most concerned with in regards to unfamiliar areas of responsibility?
What actions have any members seen work well in handling similar situations?
What resources do you all recommend? e.g. [u]Podcasts[/u], books or academic pieces
I have a million things going through my head, as well as through my directors head I’m sure. I am still absorbing all of this to a degree, as I felt like I was hit by a truck when I heard the news. Everyone here is still absorbing everything too. People are struggling to make sense of it I think.
I am thinking the first thing we need might be a solid 3 month communication plan to keep everyone entirely in the loop so they can focus on their work and not worry (incorrectly) about losing their jobs.
Any other suggestions or answers to my questions are greatly appreciated! I am looking forward to learning from all of your experience.
I will definitely report back on what we did and how well it worked.