The challenge
A downturn in business activity meant the organisation needed to reduce overheads quickly and responsibly.
With future projects uncertain and timelines unclear, leaders faced growing pressure to ensure the business remained financially sustainable if work did not start as expected. At the same time, there was recognition that any short-term decisions needed to support the long-term structure of the business, rather than create further disruption later.
The existing organisational structure had evolved over time and no longer clearly reflected what the business would need in the future. Roles, responsibilities and costs required careful review to ensure the organisation could adapt to changing conditions while remaining operationally sound.
Key challenges included:
- Rising overheads during a period of reduced activity
- Uncertainty around future project start dates
- A need for rapid cost reduction without destabilising the business
- An organisational structure no longer aligned to future needs
- The requirement to manage any change with care, sensitivity and confidentiality
The business needed a clear contingency plan and a considered approach to structural change.
The approach
Work began with the development of a detailed contingency plan.
This involved reviewing all areas of the business to understand cost exposure if projects failed to start within required timeframes. Different scenarios were explored, allowing leaders to see clearly what action would be needed at each stage to protect the organisation.
Alongside this, attention turned to the future structure of the business. Rather than focusing solely on immediate savings, the aim was to create a structure that would remain fit for purpose as conditions stabilised and work resumed.
This phase focused on:
- Reviewing overheads and cost drivers across the organisation
- Modelling different scenarios based on project start delays
- Defining what the future structure of the business needed to look like
- Clarifying roles, responsibilities and reporting lines within that structure
Once decisions were made, a large-scale restructure was implemented. HR processes and all associated documentation were managed carefully, with a strong emphasis on sensitivity, confidentiality and clear communication. The leadership team remained closely involved at appropriate points throughout the process.
The outcome
A new organisational structure was successfully implemented, aligned to both immediate financial requirements and longer-term business needs.
The restructure delivered significant cost savings while maintaining clarity and stability across the business. Changes were handled professionally and respectfully, helping to preserve trust and minimise disruption during a challenging period.
As a result:
- Overheads were significantly reduced
- Roles and responsibilities were clarified within the new structure
- Leaders gained confidence in the business’s ability to adapt to changing conditions
- The organisation was better positioned for recovery and future growth
The business moved forward with a clearer, leaner structure that supported resilience and financial control.
The impact
- Significant reduction in yearly overhead costs
- A clearer, future-focused organisational structure
- Defined roles and responsibilities aligned to business needs
- Sensitive and well-managed change process
- Greater confidence and stability during a period of uncertainty
By taking a structured, people-centred approach to difficult decisions, the organisation was able to reduce costs responsibly while strengthening its foundations for the future.