Just Survived a Restructure? Here is How to Set Your People and Business up for What’s Next

You’ve made some hard calls, tightened budgets, let good people go, reshaped roles.

Now you’re looking at the business thinking: What now?

Maybe the dust hasn’t quite settled. You’re pushing forward commercially, but the atmosphere feels awkward, perhaps shaky. Morale seems low, uncertainty is high, and the energy in the team is a fraction of what it was. You’re wondering: How do I stabilise this without overpromising or throwing more money at the problem?

You’re not alone. This is where a lot of businesses stall. But it doesn’t have to stay that way.

• According to the CIPD’s 2024 Good Work Index, 36% of UK employees said their employer handled change badly, citing poor communication and lack of leadership transparency.
• Only 27% of SMEs have a plan for rebuilding engagement and performance post-restructure (Expert HR, 2024).
• Retention rates can drop by up to 23% in the 12 months following a poorly managed change (CIPD).

But here’s the real headline: businesses that invest in post-change alignment and leadership clarity see up to 21% higher productivity and stronger retention (Gallup, 2025).

1. Reset the narrative

Your people need a clear, honest story about where the business is heading and how they fit. Don’t skip this. Clarity is key.

2. Reconnect managers with their teams

Support line managers to hold simple, real conversations: What’s changed for you? How are you coping? What does support look like?

3. Nurture your talent

Spot who’s quietly keeping things together, then act. Development, career conversations, recognition. If you don’t, someone else might.

4. Create small wins

Forget a big bounce-back. Focus on small, commercial wins the team can feel part of and celebrate them. Confidence builds with momentum.

5. Show visible leadership

Even if you don’t have all the answers, show up. People will forgive uncertainty. They don’t forgive silence.

If your business has just come through a restructure or major change, this is your moment to reset with intent.

Set up a 30-minute Post-Change Check-In. We’ll help you pinpoint exactly where your people need support and how to move forward positively.