Leaders often turn to reorganization activities in hopes of getting different results from their employees. But reorganizations involve a high degree of disruption, transition, and often anxiety. 

A reorganization can put in place the right division of labor and connection points, but many organizational issues can (and should) be solved by first ensuring that all components of the organization design are in alignment. Before you look to reorganize, consider the broader spectrum of organization design and check the following about your own organization:

• Do our annual goals serve as markers to achieve the overall strategy?

• Are we great at performing core business processes that provide the most competitive advantage?

• Have we aligned performance measures and rewards with key business milestones?

• Do we have the right talent in place? Do our employees have the appropriate skills and tools to serve most effectively in their roles?

• Are we structured to take advantage of the most efficient and effective division of labor and accountability?

• Are we aware of how we communicate with one another and make decisions? Are these processes congruent with our organizational values as well as the requirements of our business?

• Does our organization culture support both our long-term mission as well as short-term goals?

• Do our leaders inspire a shared vision as well as ensure integration of people, process, and systems to effectively reach that vision?

Even if you decide that a reorganization is just what you need, remember to make adjustments in the overall organization design to ensure alignment.