Restructuring Services
Partner with Propel. 10 Years' Experience. 100% Successful Track Record.
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Whenever the world is experiencing an economic downtown, employers are often forced to scrutinise their operating models and make difficult people decisions. This is a challenging period for employers and employees alike and therefore it is crucial to choose the right partner to bring restructuring, rightsizing and downsizing projects to successful completion.
In these situations, Propel International is often chosen by organisations as the partner of choice because we are globally leading experts in people decisions. When partnering with businesses on restructuring projects our ultimate goal is to ensure that the right person is in the right place and the reimagined organisation becomes as resilient, agile, sustainably productive and fit for the future. 
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Costs of getting it wrong
Downsizing by 1% leads to a 31% increase in voluntary turnover the next year.
In most countries around the world, employers are legally obliged
to select employees based on the following criteria:
to select employees based on the following criteria:
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Employers that do not provide adequate evidence for selection decisions can face litigation in the form of an employment tribunal.
This in turn has serious implications for the employer brand and not only negatively impacts the attraction and retention of top talent but also the motivation and productivity of all employees.
Reasons could be due to a single employee feeling feel that criteria for selection were overly vague, irrelevant, or not objectively scored and evaluated by untrained assessors.
It is more common and widespread than believed and so damaging that the CIPD itself has collected some of the more famous cases here to provide some lessons learnt from the past.
This in turn has serious implications for the employer brand and not only negatively impacts the attraction and retention of top talent but also the motivation and productivity of all employees.
Reasons could be due to a single employee feeling feel that criteria for selection were overly vague, irrelevant, or not objectively scored and evaluated by untrained assessors.
It is more common and widespread than believed and so damaging that the CIPD itself has collected some of the more famous cases here to provide some lessons learnt from the past.
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Our Restructuring Services
Ultimately at Propel International we believe the aim of a restructure process should be threefold:
- To help organisations take a data-driven approach to decisions that enables them to select the best candidates to help the organisation be successful.
- For the process to be fair and perceived to be fair – that is, it should be transparent, relevant and objective. Again, using data for decisions helps to increase the objectivity of decisions.
- To achieve a positive outcome for the employees who are unsuccessful. Feedback and coaching can be given to support unsuccessful candidates to help them transition positively into their future roles.
Pre-Restructuring Services
Job Analysis & Success Profiles Employers should identify and agree selection criteria with employees and ensure that they are fit for purposes and regularly updated. As businesses evolve, the skills required from employees may change, and this means that skills that have been previously assessed for performance management may not be adequate to assess the right fit or capability for the future. At Propel International, we are experts in the objective job analysis process and follow the latest best-practice approach to ensure valid outcomes and trust in the process is guaranteed. We create holistic success profiles that detail the required capability, character and commitment of employees of the future organisation. These success profiles together with underlying success criteria form the foundation for the subsequent assessment process. 
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Restructuring Services
Assessment & Selection From psychometrics to the design and delivery of assessment centres, at Propel International we pride ourselves on our outstanding reputation as global experts in the science of assessment and prediction of potential. Our typical approach involves a multi-method measurement of an employees current capabilities and future potential. Even when working with stretched budgets, we know how to ensure the outcome of our work and partnership is a fair, objective and legally defensible process that will ultimate ensure the right person is in the right place. Propel International has a 100% successful track record over the past 10 years and has never been taken to an employment tribunal for its assessment processes. 
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Post-Restructuring Services
Feedback & Career Transition For remaining employees, we will ensure that they receive meaningful and balanced feedback with the aim to enrich personal development plans and boost engagement. For impacted employees, we provide world class outplacement services to support with the job hunt and career transition. Our R&D team has built dedicated Career Transition Assessment tools that draw on cutting edge research and methodology – minimising the time it takes for employees to find new roles. Check out our Career Navigation Model and sample report. 
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