Organisations around the World are continuously reshaping how they operate, to improve overall delivery of services/products to customers, while cutting inefficiencies both in processes and operating expenditure.

This 5 step guide has been written to cover at a high-level, the detail and activity required to establish the need for a restructuring programme, along with the key tasks across each area.

As these initiatives are usually run as a project, I’ve anchored the points to align with the PRINCE2 framework, as an additional element that may support you with adding some structure and governance around how to deliver such an undertaking.

For any questions, or to discuss a restructuring exercise within your business, contact me on tom@tcwconsulting.uk

1. Starting up the Project – Build the Business Case and Secure Approval

Define the strategic rationale (e.g. efficiency, cost reduction, capability realignment, reduction in workload etc.), supported by robust data and financial modelling. Present options, impact assessments, and anticipated benefits to secure executive and, where required, board approval to proceed.

2. Initiating the Project – Design the Target Operating Model (TOM)

Map out the future structure, roles, and accountabilities aligned to strategic objectives. Define governance, spans and layers, and functional inter-dependencies. Ensure legal, financial, and HR input to confirm feasibility, compliance, and alignment with organisational design principles.

3. Controlling a Stage – Plan the Transition, Impact Assessment, and Engagement Approach

Identify roles in scope and assess the impact of proposed changes on individuals, teams, and operations. Develop a detailed implementation plan covering timelines, consultation, communications, and risk management. Engage senior leaders early and prepare clear, consistent messaging for employees, Unions/Works Councils, and other stakeholders to maintain transparency and trust.

4. Managing Product Delivery – Execute Change and Manage Exits

Conduct formal consultation processes in accordance with employment law. Confirm selections, issue outcome letters, and deliver redeployment or redundancy processes with empathy and compliance. Provide outplacement and well-being support, ensuring business continuity and minimal operational disruption.

5. Closing the Project – Close, Stabilise, and Embed

Complete all exit activities, close consultation documentation, and validate outcomes against the original business case. Support leaders to embed the new structure, monitor performance metrics, and capture lessons learned to inform continuous improvement and future organisational change programmes.