PMI Organization Optimization
- This topic has 2 replies, 3 voices, and was last updated 7 months, 3 weeks ago by
.
-
Posts
-
Much of the time, organizational assessments for post-close implementation are “top down” based on cost and rough estimates of FTE workload. However, this approach is not based on data and often results in cutting too deep and being left with a lack of resources and low morale. A data-driven bottoms-up approach is ideal, but difficult and time consuming to execute accurately.
Interested if anyone has a proven, repeatable method for post-close organizational design.
I think you’re absolutely right—top-down org design often leads to overcutting and morale issues. A more effective, repeatable method blends top-down planning with bottom-up validation. I think starting by mapping key processes and workloads through functional interviews, then layer in heatmaps and volume-based FTE modeling to validate org structures. Use tailored span-of-control rules and simulate multiple design scenarios to test resilience. Importantly, stage headcount changes based on integration readiness, not just cost, and build morale-sensitive plans for high-talent teams. This approach adds minimal time but significantly improves structural fit and post-close stability.
Completely agree—top-down models often miss the operational nuance needed for sustainable org design. I’ve found success using a hybrid approach: start with a high-level structure based on deal rationale, then validate and refine it through targeted functional interviews and change impact assessments. It’s more work upfront, but it helps avoid overcutting and morale issues later.
- You must be logged in to reply to this topic.