Organized by:

Talent Management during

Organisational Changes:
Challenges and Solutions

AGENDA

People Side of Change

o Managed vs. Unmanaged Change
o Issues
o Best Practices
Business Case
o Restructurings
o M&A

www.talentmanagementvietnam.com

ORGANISATIONAL CHANGES

MANAGED vs. UNMANAGED CHANGE

Morale, Productivity, Commitment

Idea of Change Introduced

(restructuring, outsourcing, merger, plant closing, etc.)

Managed
Change

Minimum Acceptable

Unmanaged
Change

Time

PEOPLE SIDE OF CHANGE

Pre-

Morale, Productivity, Commitment

Ambiguity of
plans and dates

Post-

DuringKey talent
retention

Uncertainty on job
security
Commitment to
the change
process

Need for good leaders

New business goals

Deterioration of
union and labor
relations

Alignment/ realignment
(cultural,
technological)

Excess headcount

Leaders and
managers
unable to lead
their own
teams

Recommitment to
the new
organisation

Decrease in
morale and
productivity

Time

PEOPLE SIDE OF CHANGE

PreAmbiguity of
plans and dates

Key talent
retention

Uncertainty on job
security
Commitment to
the change
process
Communicate as
openly and honestly as
possible
Focus on top
talent
Encourage faceto-face meeting

Post-

During-

Need for good leaders

Deterioration of
union and labor
relations

Alignment/ realignment

New business goals

(cultural,
technological)

Excess headcount

Leaders and
managers
unable to lead
their own
teams

Provide training, tools, &

resources to help
employees effectively
navigate through the
change process

Recommitment to
the new
organisation

Decrease in
morale and
productivity

Equip managers on how to deliver

the news to impacted employees
Provide support to the separating
employees

Define the new

organisation.

Engage your
employees

Equip your new

leaders

PEOPLE SIDE OF CHANGE

PreAmbiguity of
plans and dates

Post-

DuringKey talent
retention

Uncertainty on job
security
Commitment to
the change
process
Communicate as
openly
and
honestly as for
Change
Management
possible
Managers

Need for good leaders

Deterioration of
union and labor
relations

Alignment/ realignment

New business goals

(cultural,
technological)

Excess headcount

Leaders and
managers
unable to lead
their own
teams

Recommitment to
the new
organisation

Decrease in
morale and
productivity

Focus on top
Change
Management for
talent
Provide training, tools, &
Employees
resources to help
Encourage faceEquip managers on how to deliver
employees effectively
Manager Notification Training
to-face meeting
the news to impacted employees
navigate through the
Developing Personal Resilience
change process
Provide support to the separating
Career Transition
Support
employees

Define the new

organisation.

Engage your
employees
Coaching Conversations
Equip your new
leaders
Executive Coaching

Career Conversation

Leadership Development

MANAGING TALENTS
IN RESTRUCTURINGS

BUSINESS CASE
Smooth restructuring
process
Retain key talents and
skills

Cost savings
Employer brand
protected

UNMANAGED CHANGE - RISKS

MANAGED CHANGE - SOLUTIONS

WHAT SHOULD THE

COMPANY DO?

RETHINKING OUTPLACEMENT
TO MAXIMIZE TALENT RETENTION
Pre-action

During action

Partnering to
understand, develop
& deploy solution
Redeployment
framework:
Career Coach
Resource Centre
(portal)
Stakeholders
Decision making

Outplacement

Post-action

In new role
On-boarding
coaching
Ongoing Career
Development

Improving business outcomes & ROI

Talent / Skills
Retention

Accelerated
people agility and
performance

HR (Cost)
effectiveness
Severance/Hire

Protect
Employer
Branding

WHAT THE COMPANY GAINS?

They gain twice

They retain talent

They save money in hiring costs and severance costs

Innovative approach to the benefits of all

Higher employer value proposition
Corporate responsibility
Keep the skills that they will need tomorrow

Confidence to work as the industry leader

MANAGING TALENTS IN
MERGERS AND
ACQUISITIONS

BUSINESS CASE

In the midst of a merger

MANAGED
UNMANAGED
CHANGE
CHANGE
- SOLUTIONS
- RISKS
People
Decisions
Biggest personal
impact

Communication
Change
Management
How
impacts and
Capability
What
impacts?
Leadership
Effectiveness

Conversation
focused on
retention and
engagement

Personal
Resilience

How does it look

like?
Redeployment
to retain key
talent

What does it
mean
for me?
Coaching

conversation

Negatively
Notification
training
impact
on
people, roles,
reporting
Career
Transition
relationships
support
Fear of Job
Loss
Coaching
conversation

Waves
Executive
of impacts
Coaching
on processes,

technology
Leadership
platforms,
and
Development
product offerings

Employee

Impacts
on
Engagement
people
and focus on
achieving
business
results

BUSINESS IMPACTS

Market
Shares and
Business
target

Daily
operation
Acceptance
of situation
Productivity
and
Engagement

WRAP UP
Managing people side of the change is critical to
any organisations
Un-managed Changes in People Side may have
negative impacts on culture, employee
engagement, talent retention, and productivity
Mitigate the risks by:
o Providing clear and frequent communication
o Preparing leaders to lead and manage the change
o Helping employees become resilient and successfully
navigate the change

THANK YOU!