Evaluating employee structure is an important first step to enacting organizational change.

Before focusing on where you are going, it is helpful to know where you've been. For organizational change to be successful, a review of existing processes, roles and responsibilities is required. 

As markets evolve, organizations need to adjust accordingly. Those that are agile and have an ear to the ground will continue to grow in value, while those with overconfidence in their established processes will see the competition overtake them. 

By regularly analyzing existing staff structure, roles and processes, organizations can have a more complete view of their current strengths and weaknesses, and what changes need to be pursued to increase market share. This act can also reduce overlap and improve efficiency, helping to identify new resources that can be allocated to performance improvement. 

Often, existing leadership is entrenched in their vision of the company, and are unable to see how their structure can be overhauled or improved. In these cases, change management consulting is necessary to identify the best way forward. 

One advantage of clarifying the roles and responsibilities of staff before pursuing organizational change is that clear job descriptions can reduce some of the resistance. Employees can fear change and revert to past processes when they are unsure of their place in the future of the company. By clearly defining how each team member supports the greater vision, not only do employees feel recognition for their work, they can become excited about the organization's future prospects.

In all periods of organizational change, it is crucial to have experienced agents on hand to improve communication and make sure adjustments are made on schedule. To access the best organizational change management strategies, make sure you are working with consultants that hold the experience and industry expertise needed for you to emerge stronger and more competitive.