How to prepare for large-scale restructuring

A guide on how to put your people first during a restructure


As a HR professional, there are various factors you will need to consider when scenario planning for large-scale restructuring programmes. We explore how to put your people at the heart of such a complex programme in order to deliver best practice and minimise risk.


In this guide you will find:

  • The building blocks of a restructuring project
  • 10 steps for HR professionals to consider when handling a large-scale restructure
  • A full list of key HR activities to think about throughout a restructuring programme
  • Suggested support for different stakeholders involved in the process
  • Best practice in managing large-scale restructuring programmes
  • The key risks and ways to mitigate to help deliver a smooth process

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"Projects are 4-5 times more likely to be completed on schedule when change support is excellent"

Why is it important people are at the heart of a restructuring programme?

90% of employees felt disappointment, anger and frustration towards their employer when made redundant.

Projects are 4-5 times more likely to be completed on schedule when change support is excellent.

55% of workers experience chronic stress when going through a period of significant change and uncertainty.

41% of employees felt extremely worried when finding out their role was being made redundant.

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