There’s no doubt about it, we’ve all seen and heard of plenty of change within the employment space during this year with many organisations having to, or choosing to downsize or shuffle their teams around.  If you listen to future predictions for 2021 it’s not over yet and you’ll be ready and waiting for more change, and possibly more restructuring.   Change however, isn’t always about the need to restructure, change might also come from having to manage the performance or behaviour of your team members.

If you think you might need to make changes to your team, don’t wait until the last minute to commence the change process – now is the time to get your ducks in a row!

We’ve assisted many organisations to manage, restructure and grow their teams over the past 12 months and have noticed that an organisation who doesn’t have their HR paperwork (the foundations for good HR practice) in order are always having to operate ‘behind the 8 ball’ and work around bits they should have amended earlier.

Here’s a few foundation examples for you to think about:

Variations to Employment Agreements or Contracts:

Every time you change your employee’s conditions, or role, within your organisation you should be providing them with a variation to their employment agreement with you.  When including a team member in a restructure and their contracts haven’t officially been amended then this could cause you some grief when it comes time to include them in a change proposal or manage their performance.  And of course, make sure they have an Employment Agreement to begin with!

Position Descriptions:

Are your team members operating to an accurate position description?  Each team member should have an up to date P.D that reflects the tasks you expect of them, and it’ll be showing them what it takes to be successful in the role.   If you want to performance manage them against their duties or include this role in a restructure then it will be really helpful if this is accurate before you commence.


At the bare minimum your organisation should have a solid Code of Conduct, or a set of rules on ‘how we do things around here’.  Having clear definitions on how you operate, or what’s expected of your team members will always make managing your team’s performance and/or change more effective.  Examples of other policies which might sit alongside your Code of Conduct could be Motor Vehicle, Drug & Alcohol or Social Media Policies.

At Togethr we love helping organisations navigate change, we enjoy taking our clients through a process which is pragmatic yet effective, with all parties having the best possible experience throughout the journey. We’ve worked with many organisations to build their foundations (or just get them right) by conducting an audit of their Human Resources processes and documentation.

Send us an email or give us a call if you would like to discuss how we can help you get your ducks in a row.