Delayering

• What does delayering in an organization refer to?

  Reducing the layers of management
• Why might a company choose to implement delayering?

  To reduce labor costs and improve communication
• How does delayering affect internal communication?

  It may lead to faster internal communication
• What is one potential benefit of having fewer management layers?

  Quicker decision-making and responses
• How might employees feel after delayering occurs?

  They may feel more empowered and productive
• What is one con of delayering in an organization?

  It often leads to redundancies
• What is a financial implication of redundancies due to delayering?

  Redundancy payments for affected employees
• How can redundancies affect existing employees?

  They may feel demotivated seeing colleagues laid off
• What might a company need to do after delayering?

  Restructure operations and train remaining staff
• Why might training be necessary after delayering?

  To fill skill gaps left by redundant managers
• What is a potential downside of training remaining employees after delayering?

  They may not be as efficient initially
• What two key questions should be asked when evaluating delayering?

  Will the flatter structure suit the business?
• How does the number of layers removed impact delayering's effectiveness?

  Removing many layers can strongly impact the business
• What are the pros of delayering in an organization?

  • Reduced labor costs
  • Faster internal communication
  • Empowered and productive employees
• What are the cons of delayering in an organization?

  • Redundancies leading to costs
  • Demotivation of remaining employees
  • Need for restructuring and training