HomeSituationsWorkplaceChange and restructuring
TN/SIT/10
Edition 2027 · effective 1 January 2027
Workplace · Change and restructuring
The organisation must change. The people it changes need a voice in how.
Restructuring creates winners, losers and fear. Independent facilitation of consultation improves both the quality of decisions and their acceptance.
§ 01What it looks like
Recognise it early. The earliest moment is the cheapest.
What you notice first
Small, and easy to explain away.
- Information leaks before it is shared
- Unions or employee representatives prepare for confrontation
- Key people leave early
- Consultation feels like a formality
What waiting can cost
Usually more than the original issue.
- Retention and morale
- Legal compliance with consultation rules
- Reputation as an employer
§ 02The Neutral route
Usually: Facilitation.
An independent facilitator makes consultation genuine and keeps difficult meetings productive.
Facilitation
The group decides. The facilitator owns the process.
Also used · Binding only if the parties sign an agreementMediation
The parties decide. The mediator never imposes.
Also used · Binding only if acceptedConciliation
The parties decide whether to accept the proposal.
§ 03The steps
What a good process looks like.
- Plan consultation as a real processBefore anything else01
- Bring in an independent facilitator for key forumsThe moment independence enters02
- Share the same information with allWhere the work is done03
- Have mediation ready for individual disputesSo it holds04
§ 04Prepare and avoid
What to bring. What to leave out.
(Bring)
01
The business case
02
Legal consultation requirements
03
Employee representative structures
04
Timeline
(Avoid)
✕
Announcing decisions that consultation was supposed to inform
§ 05Your version
Every situation is different. Describe yours.
§ 06Related