Driving Organizational Restructuring to Your Advantage: Part 2

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The previous post discusses two ways to drive organizational restructuring and changes to your advantage. You can begin by learning new skills and get new experience in dealing with the instability. Then, you can also take advantage from your experience and lessons learnt in the past. Show your expertise and ability to contribute in finding the solutions for the problems. These ways, your value for the organizations will be recognized.

More Ways to Make Organizational Restructuring Beneficial

Besides the two strategies discussed before, there are other ways to drive organizational restructuring to your advantages, namely:

Enhance Your Reputation

Everybody in the company has certain values for the organization. In fact, everyone has certain areas for development. So, the time of instability is your chance to rebrand yourself. This can be easier if you have been in the company long enough. This is the time to re-align your reputation to the one you want.

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For instance, if you had been moved to a different department due to a previous blemish, you can benefit from the moment of organizational instability. The experiences will not bother you anymore. Show everyone that you have high degree of commitment and loyalty to the organization. This is the time to walk into a new, clean slate.

The question is, “What should you do to re-brand your image and enhance your reputation?” The following tips may help you:

  • Look back to the two strategies discussed before. You can begin by learning new things during the crisis.
  • Then, start influencing others with those new lessons.
  • Invest in your reputation by helping the organization in the domain, in which you have expertise.
Try to Negotiate for Compensation

The period of organizational restructuring can be an opportunity to get more dollars into your pocket. Of course, the chance depends upon your role in the organization and your contribution in addressing the problems. If your value is high, you can find out thing that the company can do for you financially. Wherever possible, try to engage in conversations about compensation.

The chance for talking about compensation is bigger if you receive new role and responsibility as the result of organizational changes. In this case, a negotiation for equitable compensation is more likely. Some people regard such conversation as something harmful. Actually, there is no harm about it. This is particularly true if other fellow employees also talk about similar conversations.

How should you begin the conversation? At first, it may sound difficult. The following tips may be helpful:

  • Show that your feel excited as you can contribute for the organization in facing the new era and new structure
  • Describe that your current conversation is based upon the previous sets of tasks and outcomes, and you are not responsible for them anymore.
  • If the scope of your new responsibilities increase dramatically, initiating the conversation is even urgent.

Of course, a good leader will hear your aspiration. New rules of tasks certainly require different schemes of compensation. With new perspectives at hands, addressing organizational restructuring is not scary anymore.

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