An employee feels undervalued during a restructuring. How can you show them their worth?

Reorganization is never easy.People feeling undervalued is a common but often trivialized issue in organizations that have undergone restructuring. There is often a lack of understanding of employees' contributions and available skills. As a result, employees may feel uncomfortable, that were available before reorg. People find it awkward to promote themselves and their potential by referring to past contributions that seem to go unnoticed. It's important to pay attention to both the visible and invisible cues and to ensure that their value in the business is recognized. Acknowledgement, Attention and Appreciation can help guarantee recognition and retention.

Restructuring infact is a difficult exercise. Few things if handled well can make things less difficult. Let us see what are these things: - Communicate the objective of restructuring? - How will it benefit the employees? - Clearly define following for each role/level: 1. Experience (relevant/non relevant) 2. Academics : this can be optional but will help in lateral hiring 3. Responsibilities and deliverables - From existing employees there will be outliers who you can put on fast track clearly define the period by when they will be promoted to that level In this process communication plays a very important role. This is going to make them feel comfortable and valued.

(1). Listen Actively: Hear their concerns and ideas attentively. (2). Personal Recognition: Acknowledge their specific contributions and skills. (3). Career Development: Discuss future opportunities and growth paths. (4). Transparent Communication: Clearly explain changes and their impact. (5). Collaborative Goals: Involve them in setting new objectives. (6). Support Network: Offer resources and support during transitions. (7). Consideration: Redesign roles, provide feedback, and implement recognition programs.

Appreciating and sharing positive feedback provides a colleague with the extrinsic motivation to focus on their work. This helps them feel more empowered and valued for the efforts they invest in delivering the performance as expected.

During a restructuring, it's critical that you plan out and execute a thorough change communication plan. This plan should include team communications as well as 1:1 conversations. In these 1:1's, I make sure to emphasize how the restructuring serves not only to meet the needs of the organization but how it also addresses career development of individuals. Many times, restructuring comes in the form of shifting client group support from an HRBP perspective. This can be an outstanding growth opportunity for the HRBP and should be conveyed as such. It gives individuals the opportunity to potentially support a new set of Leaders which contributes to growth from a business acumen standpoint plus it increases exposure.

The absence of context leaves the mind to wander. If you don't fill in the gaps, they will do for themselves, and all too often, it's no where near the truth. I recently read an article that stated, "One of the really interesting aspects of the brains incredible capacity for making up missing information is that it usually comes with a great subjective sense of certainty, and when we act on that certainty we can get ourselves into trouble." Be transparent, give as much information as you can upfront. Give people time to process and then follow up with them. Don't just ask in the moment "do you have any questions?" And then never ask again. Following up is so critical to ensuring effective communication and employee engagement.

Successful communication throughout the restructuring process includes being open about the reasons and effects, making it clear how roles and duties will change, and giving individual recognition for the employee's work. Promote a culture of open conversation for any questions or suggestions, and truly listen to their worries with understanding. Provide assistance by providing tools and having additional conversations to make sure they feel appreciated and well-informed during this period. This method builds confidence, keeps up spirits, and encourages active participation during times of organizational shifts.

When an employee feels undervalued during a restructuring, the first step is to actively listen to their concerns without interruption, fostering a supportive environment. Personal recognition is crucial—highlight specific instances where their contributions made a positive impact to show you notice and value their efforts. Discuss career development to signal their long-term potential and worth. Transparent communication about the restructuring process helps them understand their role and value. Involving them in setting collaborative goals gives them a sense of ownership, and providing a strong support network reinforces their worth within the organization.

I strongly believe HR needs to understand business and predict changes and proactively plan interventions which help in skilling, reskilling employees, increasing their adaptability quotient and ability to cope with change. Infact, the employees also need to be proactive when it comes to skilling themselves since the demands of jobs are constantly changing and evolving.

Fair Compensation: Ensure their compensation reflects their contributions and market standards. Work-Life Balance: Promote a healthy work-life balance to prevent burnout and stress. Recognition Programs: Implement formal recognition programs that celebrate achievements publicly. Feedback Mechanisms: Establish regular feedback mechanisms to give them opportunities for improvement and affirmation. Culture of Appreciation: Foster a culture where all employees feel valued and appreciated for their unique contributions.