Often HR programs are focused on organisation design and implementing that design with cursory review of the organisations values. Structures changes will mean nothing if the organisation's culture isn't discussed as a pre-cursor to those changes.

Leaders are simply expected to lead with briefing packs and teams are expected to fall into line throughout the process. Employee disgruntlement during this time is put down to an emotional reaction to the 'uncertainty' of a situation, and their opinions and feedback are often undervalued or ignored. As this happens the  productivity and staff engagement declines rapidly. It then takes another 6 -12 months to get back to the basic level of engagement and even longer to rebuild trust once the restructure is complete. Not many organisations can afford to take that hit.

However recently on a change program I led,  we developed a comprehensive change and culture strategy to support the entire end to end process. Senior leaders were not just eng...