Dear HR Professional,
My company’s restructuring and things feel shaky. Top employees have been leaving and I’m worried I’ll eventually be phased out and jobless. How can I prove my value when things are so unstable and uncertain?
Dear Feeling Worried,
Sorry to hear that you’re feeling nervous about your current situation. It’s hard to feel like your job’s at jeopardy when you did nothing wrong.
If the restructuring was not handled well and people don’t understand the reasoning behind it, employees likely feel resentful toward the company and the leadership—which can result in top employees leaving.
But even if it was handled with high sensitivity and transparency, restructuring creates an environment of uncertainty and anxiety as everyone figures out what comes next. So, it's completely normal to feel worried—but it's also important to figure out what you want to do next quickly so that you can make moves that are in your best interest.
If you think you do want to stay at the company, here are a few recommendations.
1. Seek Out Information
Between your manager, your manager’s boss, and your HR resource, one of them should be able to provide more detail about the purpose of the restructuring. Ask them as directly as possible if your job’s at risk. Also ask what you can do to increase your impact and value in the new structure. Then, put their ideas into action ASAP.
2. Remain Positive
Management wants people who are enthusiastic about the mission and who believe in the success of the company—even when times are rough. So if you’re prone to venting, do your best to keep it out of the office (and out of management’s earshot).
3. Be Flexible
All of those changes mean you’re probably going to have to be flexible about your specific responsibilities, your reporting structure, and possibly even the team that you work with. Let it be known that you’re a team player and are ready for the challenges and opportunities that the restructuring will bring.
4. Secure Champions at the Leadership Level
The truth is that you’re going to need allegiances—not only for information, but also to ensure that at least one person in power knows your value and will speak up on your behalf. Make it a point to grab a few coffees with higher-ups, or speak up more in meetings (with good suggestions) when leadership is present, or simply share your recent achievements with your manager.
If you follow these steps, you will come out ahead. Showing that you are dedicated to the company and willing to stick it out will lead to all kinds of new opportunities for you. So, keep your chin up—good things are headed your way!
This article is part of our Ask an Expert series—a column dedicated to helping you tackle your biggest career concerns. Our experts are excited to answer all of your burning questions, and you can submit one by emailing us at editor(at)themuse(dot)com and using Ask an Honest HR Professional in the subject line.
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Photo of team meeting courtesy of Thomas Barwick/Getty Images.
Emily Disston is the VP of People & Culture at BetterCloud. She has worked in HR in established corporations as well as start-ups. She majored in Psychology at Tulane University and continued on to get her Masters in Psychological Counseling at Columbia University. Connect with her on LinkedIn.More from this Author