Organisational Restructuring Change Log
This is a practical guide to building a change log for an organisational restructuring project — a record of change requests and their decisions, adapted to the realities of restructuring teams, roles or the operating model.
What a Change Log is
A change log is a record of change requests and their decisions. For the full concept and how it works in general, see Change Log. On an organisational restructuring project it plays the same role, tuned to this kind of work.
Why it matters for an Organisational Restructuring project
Organisational Restructuring projects live or die on restructuring teams, roles or the operating model. A well-built change log gives the team a shared, explicit reference for exactly that — reducing ambiguity, aligning stakeholders, and making problems visible early enough to act. Skipping it, or doing it generically, is how organisational restructuring projects drift into avoidable delay and cost.
What to include
- Change ID and description
- Impact assessment
- Decision and date
- Updated baselines
Organisational Restructuring-specific considerations
Tailor the change log to the risks that most often derail organisational restructuring projects:
- People and morale impact
- Consultation requirements
- Business continuity
Example
On a real organisational restructuring project, the change log would be shaped by restructuring teams, roles or the operating model. In particular, it should explicitly account for the project’s biggest risks — people and morale impact, consultation requirements, business continuity — rather than treating them as afterthoughts.