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Why Organizational Redesigns Fail: McLean & Company's Key Findings

In today's fast-paced business environment, organizational design has emerged as a vital area of focus for leaders aiming to maintain agility and responsiveness. Recent research conducted by the global HR advisory firm, McLean & Company, unveils the nuances behind why many organizational redesigns do not meet their intended goals. The crux of their findings highlights that the design phase may be well-conceived, yet the execution often lacks the clarity and leadership necessary for success.

Understanding the Problem

Despite the increasing push for organizations to adapt and redesign their structures to stay relevant, many leaders underestimate the complexity involved in implementing these changes. McLean & Company identifies that the gap between strategy and execution is often neglected. Their research indicates that effective implementation requires a more robust approach, which is frequently sidelined in favor of a quick rollout.

One of the primary reasons for failed redesigns, as noted by senior executive advisor Michelle Leedy, is the absence of a precise roadmap for implementation. Without a clear plan, organizations risk creating confusion among employees about their roles and the changes set to take place. Common pitfalls include vague communication, unequal leadership engagement, and insufficient support mechanisms post-implementation, leading teams to revert to outdated practices rather than embrace new ones.

The Key Findings

McLean & Company’s research led to the development of a structured blueprint titled Implement Organizational Design, which aims to support HR and organizational leaders in successfully executing redesigns. This evidence-based resource outlines a five-step process that can help mitigate common obstacles:

1. Preparation and Planning: Conduct thorough change readiness assessments alongside risk evaluations to gauge potential challenges.
2. Defined Roadmap: Establish a clear implementation roadmap that outlines timelines, milestones, and designated ownership.
3. Change Action Plan: Develop structured strategies to promote adoption and tackle resistance to change effectively.
4. Support During Execution: Provide continuous support for both leaders and employees throughout the implementation process.
5. Sustainment Focus: Emphasize ongoing optimization to ensure the new design maintains its effectiveness over time.

The Implications for HR Leaders

As organizations increasingly encounter external pressures from new technologies, changing leadership, and economic fluctuations, the need for a strong implementation framework becomes more apparent. The findings from McLean & Company underscore that organizations must view implementation as a strategic priority, rather than just an operational detail. A report from their 2025 HR Trends Survey further reveals that HR teams adept at navigating change are significantly more likely to see elevated workforce productivity and better organizational performance.

Additionally, 85% of the HR leaders surveyed expressed that they have turned greater attention towards risk management and continuity planning, signifying a collective acknowledgment of the volatile environment businesses now face. Amani Gharib, director of HR Research Advisory Services at McLean & Company, emphasizes that while change is inevitable, moving too quickly without an established framework can lead to serious risks.

Tools and Support Options

To assist HR teams in addressing the complexities of redesign implementation, McLean & Company offers various tools and templates, including implementation workbooks and communication frameworks. Their resources are designed to cater to diverse needs—ranging from DIY toolkits for self-guided initiatives to expert advisory services for organizations seeking comprehensive support.

In conclusion, the latest findings from McLean & Company serve as a crucial reminder for organizational leaders and HR professionals. Understanding the intricacies of organizational redesigns and prioritizing effective implementation strategies are essential steps toward fostering a resilient workplace capable of thriving amidst change. Connecting with McLean & Company's analysts can offer valuable insights to better navigate this challenging landscape, ensuring that organizations are not just redesigned, but also redefined for sustainable success.