Embracing Change in Your Team: How to Restructure and Make It Work
Team transitions are never easy, but they don’t have to be a mess. Get a solid plan, follow these tips, and you’ll keep things moving forward and come out stronger.
Running a company means dealing with change—a lot of it. At Lupa, we’ve made some pretty big shifts lately, realigning roles, rethinking how we operate, and making sure we’ve got the right people in the right places.
But restructuring isn’t just about moving people around. It’s about making changes that matter, putting people where they can make the biggest impact, and setting the team up for success.
I’ve been through this process more than once, both as an employee and a leader, and there are a few things I’ve learned along the way. Here’s what works.
5 Essential Tips for Restructuring Your Team
1. You Need a Plan
If you’re going to restructure your team, you need a solid plan. Jumping in without one is not a good idea. You can’t just react to what’s in front of you—you have to think ahead. This means understanding what roles need to be filled, how everyone’s skills fit into the bigger picture, and where you can improve. Without this clarity, you’re just moving pieces around without any real strategy.
To give you an idea, McKinsey found that companies with a solid plan are far more likely to get their people engaged and actually feeling ownership over the process. This is key—it reduces pushback and ensures the changes stick, which is why having a clear plan before restructuring is non-negotiable.
Pro tip: Before making any changes, take a hard look at your team. What’s working? What isn’t? Where are the gaps? Where’s the friction? Understanding the strengths, weaknesses, and bottlenecks will give you a clear roadmap for restructuring, so you’re not just guessing and hoping it works.
What’s inside
5 Essential Tips for Restructuring Your Team
2. Keep Your Team in the Loop
People don’t like being left in the dark. If you’re restructuring and your team has no idea why it’s happening, they’re going to feel uncertain. And that’s where issues start popping up—because people feel insecure when they don’t know what’s coming next. Be upfront about what’s happening. Tell your team why the changes are necessary and how they’ll benefit the company—and them.
Another study by McKinsey found that most of change efforts fail, mostly because of employee resistance—often caused by poor communication. Without clear direction, people feel unstable, disengaged, and productivity drops, while turnover rates spike.
Pro tip: Don’t just send a mass email and call it a day. Take the time to have one-on-one conversations with your team members. Group meetings are important for sharing broad updates, but personal check-ins allow your team to ask questions, voice concerns, and feel heard. Open communication will make the transition smoother for everyone involved.
3. Adaptability is Crucial
Let’s face it—change is tough. And not everyone is naturally good at dealing with it. Some of the top reasons why employees resist change are mistrust, lack of awareness, and fear of the unknown. What’s worse is when people don’t trust their leaders, which makes it even harder to get everyone aligned and moving forward.
So if you want a team that can roll with the punches, embrace new roles, and adjust to shifting dynamics without losing focus, you need to foster a culture where adaptability is valued and rewarded. By modeling adaptability yourself, you can show your team that change is a positive part of growth, not something to fear.
Pro tip: Don’t just tell your team to be adaptable—show them how it’s done. Stay flexible, embrace new approaches, and be open to their feedback too. When your team sees you adjusting to new challenges, they’ll feel more comfortable doing the same.
4. Support Your Team
Change can be overwhelming if people aren’t given the right tools to handle it. You can’t just throw someone into a new role and expect them to figure it out on their own. They need training, resources, and your support to succeed. If your team feels supported, they’re much more likely to embrace their new responsibilities and thrive.
A study by Prosci found that 67% of employees are far more likely to embrace new roles when they get proper training during a change. Why? Because when people feel equipped to handle the transition, they’re not just more confident—they’re ready to roll with the changes.
Pro tip: Support doesn’t end after the initial change. Make it a point to check in with your team regularly to see how they’re adjusting. Ask them what they need, and be responsive to their concerns. If you’re there for them, they’ll be more confident and effective in their new roles.
5. Make Adjustments Along the Way
No matter how well you plan, things rarely go perfectly the first time around. You need to be ready to make tweaks and adjustments along the way. Flexibility is key because there will always be unexpected challenges that pop up once you’ve implemented changes. Whether it’s a role that isn’t fitting the way you thought it would or a process that’s creating more headaches than expected, you’ll need to fine-tune your approach.
Pro tip: Schedule regular reviews to see how things are going. Is everything running as expected? Are there areas that need adjustment? Be open to feedback and make the necessary changes to ensure the process leads to positive outcomes.
Putting It All Together
Change is inevitable, but that doesn’t mean it has to be negative. By embracing change with the right approach—careful planning, clear communication, a focus on adaptability, and consistent support—restructuring can be a major opportunity for growth. If you do it right, your team will come out stronger, more efficient, and better aligned with your company’s goals.
If you’re navigating change or restructuring and want more insights, feel free to reach out. Whether it’s discussing how to get your team on board or figuring out the next steps, I’m here to help.
