Selkirrin Group: Three Business Units from 1 October
Reorganisation announcement presentation: why, what changes, when
A reorganisation announcement presentation has to tell every employee, in the first minutes, why the structure is changing, what it means for their job and pay, and when it happens, before rumours fill the gap. Selkirrin Group, an invented kitchen equipment maker, moves 1,140 staff into three business units on 1 October and says on one slide what does not change.
Every slide, in order
The whole deck as it renders, one slide after another. Read it the way the audience would.
The structure
What each slide is doing, so you can reuse the order even with different content.
- Slide 1cover
- States the change and the date in the title, so nobody has to wait until slide five to learn what is happening.
- Slide 2intro
- The reason for the change, tied to the 2027 strategy staff already know.
- Slide 3tree
- The new structure on one slide, from the chief executive to the three units and the shared teams.
- Slide 4comparison
- Before and after, side by side, in the terms staff care about: who they report to and who owns the customer.
- Slide 5timeline
- The transition dates, so people know when each part of the change reaches them.
- Slide 6comparison
- Who to contact for what, so questions go to the right person instead of the rumour mill.
- Slide 7checklist
- What does not change, which is the first thing most people want to hear.
- Slide 8qa
- Opens questions with the six the executive team expects, answered in the notes and on the intranet.
- Slide 9closing
- Closes with what happens this week and where to find everything.
Slide by slide
Slide one states the change and the date. Slide two explains why, from six months of the 2027 strategy. Slide three shows the new structure as an org chart with headcount per unit. Slide four lists six before and after changes, from teams organised by function to teams organised by customer. Slide five sets out four dates from the 6 July briefing to go live on 1 October. Slide six is a table of who answers which question and how quickly. Slide seven lists what does not change. Slide eight puts up six questions the executive team expects. Slide nine says what happens this week and where everything is published.
How to adapt this deck
A reorganisation that does include job losses must not reuse slide seven's first card. It needs a separate, carefully worded slide on the consultation process, and legal advice for your country before the briefing. A smaller team change can drop the timeline to two dates and replace the contact table with one named person. For a merger of two companies, add a slide on which systems and names each side keeps, since that is what staff notice on day one.
What employment guidance says
Acas, the UK's workplace advisory service, says employers proposing changes to employment contracts should consult affected employees and their representatives, help them understand the reasons for the proposed change, and listen to objections. The CIPD's change management factsheet notes that most change initiatives fail to achieve their intended outcomes and recommends planned, people centred techniques to embed change. Here the letter on 30 July, the August sessions and the 90 day review give people several points to respond.
What makes this deck work
The reason comes from a plan staff know
Slide two ties the change to the 2027 strategy's three bets and names what got in the way: three handovers on a hospital sale, four sign offs on a tender, and customers unsure who to call. A reorganisation explained by a known plan reads as delivery, not upheaval.
Headcount adds up on the tree
The org chart on slide three gives each unit its staff: 520 in Kitchens, 240 in Health, 260 in Service and Parts and 120 in shared teams, which is the 1,140 named on the cover. Everyone can find where they sit before the letters arrive on 30 July.
What does not change gets its own slide
Slide seven commits to no redundancies, unchanged pay and conditions, no site moves, one shared factory and the same strategy. These are the first things people worry about, and saying them plainly is what lets the rest of the briefing be heard.
Questions people ask
What should a reorganisation announcement presentation include?
Why the change is happening, the new structure, what changes and what does not, the dates, who to ask about what, the questions people are likely to have, and what happens next. Keep it to about nine slides and leave plenty of time for questions, because nobody absorbs a restructure from slides alone.
How do I explain the reason for a reorganisation?
Tie it to something staff already know, such as the current strategy, and give concrete examples of what the old structure made hard. Avoid abstract reasons like agility. Specific problems, such as four sign offs on every tender, make the change easier to accept.
Should a restructure announcement say what is not changing?
Yes, and early. Pay, location, job security and the overall strategy are what people worry about first. If any of them are changing, say so honestly instead. A clear list of what stays the same lets people listen to the rest of the briefing instead of worrying.
How do I show a new org structure on a slide?
Use an org chart with the leader at the top and three to five units below, each labelled with what it covers and how many people it has. Leave individual names for the letters and team meetings that follow, so the slide does not become a list of winners and losers.
How should employees ask questions about a reorganisation?
Offer several routes: their manager, a people partner for pay and role questions, an anonymous question box, and published answers each week. Put them in one table with response times, as slide six does, so nobody has to guess who to approach or how long they will wait.
Can I keep the reorganisation deck private until the briefing?
Yes. Keep it in your account until the day, then share a read only link or send a PDF after the briefing. If you need to pull the link afterwards, disable it from the dashboard deck menu. PDF export costs about 1 credit per 10 slides, so the deck can go into the intranet page as a document.
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