Organisational Redesign

Organisational redesign involves the review of structure, processes, and people to support the integration and implementation of strategy. A successful organisational redesign will focus the resources of an organisation on its strategic priorities and other growth areas, reduce costs, and improve decision making and accountability. A key output of an organisational redesign is role clarity for individuals and an effective functional structure to position the organisation well for the future. The BelRose Group has a range of senior practitioners experienced in organisational redesign.

Our article on organisational effectiveness explores how unclear responsibilities and outdated processes can make everyday work more difficult.

Strategic organisational strategy, planning, development, and implementation
Culture and engagement
Employer of choice initiatives
Environmental impact and planning
Technology, impact, and responsiveness
Lifecycle management design
Design a fit for purpose culture according to size and complexity
Change management
Governance and compliance

Experienced Guidance

Work with experienced practitioners to align your organisational structure with the way your business needs to operate.

Clearer Responsibilities

Clarify roles and responsibilities so your team can make decisions with greater confidence and accountability.

Strategic Alignment

Shape your organisational structure around your strategic priorities so it supports the direction and needs of your business.

Your questions answered

When is an organisational redesign worth considering?

A redesign can help when the way work is organised no longer supports your strategy. It examines the relationship between your structure, processes and people, including clarity of roles and decision-making responsibilities.

What can an organisational redesign involve?

The work can include consultation with key stakeholders, development of an organisational strategy, and functional redesign. Depending on your needs, this may involve a new structure, new or reshaped roles, advice on employee transitions, recruitment, and leadership or mentoring support.

What is the intended outcome?

The aim is a functional structure that supports the organisation’s direction, with clearer responsibilities and accountability, while reflecting its size, complexity and needs.

Can you help us put the changes into practice?

Support can extend to employee consultation and change management, role design, recruitment and leadership support, tailored to the changes your organisation is making.

How does redesign connect with strategy?

Redesign considers whether the organisation’s structure, processes and allocation of people support its strategic direction, helping translate strategic priorities into how the organisation operates.