Restructuring Communication
상담 신청
Restructuring Communication Service (Restructuring Communication and Change Leadership Support)
Today's Executive Challenge
- More difficult than "having people leave" is "helping those who remain believe in the future again."
- Due to market changes, business restructuring, AI and digital transformation, and the global economic downturn, restructuring is no longer an exceptional event but a reality of corporate management.
- However, many companies prepare for restructuring mainly from the perspective of legal procedures or headcount reduction, while often failing to give sufficient attention to the communication strategy and leadership execution that determine the actual success or failure of the project.
If restructuring is poorly managed, it does not remain merely a matter of managing departing employees; it can lead to the following risks.
ㆍLoss of key talent
ㆍCollapse of organizational trust
ㆍSharp decline in productivity
ㆍMedia and social media risks
ㆍEscalation of labor-management conflict
ㆍDamage to the Employer Brand
KangNam Labor Law Firm's Restructuring Communication Service is not merely support for dismissal-related communication. It is a Strategic Change Communication Solution that considers executives, managers, affected employees, and the employees who remain.
- More difficult than "having people leave" is "helping those who remain believe in the future again."
- Due to market changes, business restructuring, AI and digital transformation, and the global economic downturn, restructuring is no longer an exceptional event but a reality of corporate management.
- However, many companies prepare for restructuring mainly from the perspective of legal procedures or headcount reduction, while often failing to give sufficient attention to the communication strategy and leadership execution that determine the actual success or failure of the project.
If restructuring is poorly managed, it does not remain merely a matter of managing departing employees; it can lead to the following risks.
ㆍLoss of key talent
ㆍCollapse of organizational trust
ㆍSharp decline in productivity
ㆍMedia and social media risks
ㆍEscalation of labor-management conflict
ㆍDamage to the Employer Brand
KangNam Labor Law Firm's Restructuring Communication Service is not merely support for dismissal-related communication. It is a Strategic Change Communication Solution that considers executives, managers, affected employees, and the employees who remain.
Executive Insight
- "The success or failure of restructuring depends not on how many people were reduced, but on how well the trust of the remaining employees was preserved."
- Many companies approach restructuring as a Financial Project.
- Successful companies, however, approach restructuring as a People Project.
- Even with restructuring of the same scale, some companies suffer organizational breakdown for years, while others are reborn as stronger organizations.
- The difference lies not in the number of people reduced, but in the strategic communication of the leaders.
- "The success or failure of restructuring depends not on how many people were reduced, but on how well the trust of the remaining employees was preserved."
- Many companies approach restructuring as a Financial Project.
- Successful companies, however, approach restructuring as a People Project.
- Even with restructuring of the same scale, some companies suffer organizational breakdown for years, while others are reborn as stronger organizations.
- The difference lies not in the number of people reduced, but in the strategic communication of the leaders.
I. What Service Do We Provide | What Service
- Restructuring is the process of executing one of the most difficult decisions an organization can make.
- In this process, companies must manage not only legal justifiability, but also employee Acceptance, organizational Trust, and corporate Reputation.
- Throughout the entire restructuring process, KangNam Labor Law Firm designs the communication strategies that executives and HR find most difficult, supports their actual execution, and provides comprehensive support so that the organization can stabilize quickly after the change.
- We approach restructuring not as a "project to remove people," but as a "project to redesign the future of the organization."
Common Concerns Frequently Faced by Companies
II. How Do We Deliver | How to Deliver
Restructuring is not a project that ends with a single announcement on one day.
Preparation before the announcement, execution on the announcement day, and organizational recovery after the announcement must be managed as one Change Journey.
Project Implementation Process
2-1. Detailed Process
2-2. Materials to Prepare in Advance
2-3. Key Management Points During Operation
ㆍMaintain message Consistency.
ㆍMinimize rumors before the announcement.
ㆍSupport managers so that they can conduct difficult conversations with confidence.
ㆍProtect both the dignity of departing employees and the integrity of the company.
ㆍProvide both psychological stability and a future vision to remaining employees.
ㆍReflect labor law and global Best Practice in a balanced manner throughout the entire process.
III. What Benefits Does the Client Receive | Client Benefits
Why KangNam Labor Law Firm?
ㆍWe integrate procedural justifiability under labor law and global Change Management into a single project.
ㆍAs an Executive Advisory program that combines the practical experience of Dr. Junki Han, a former CHRO of multiple Fortune Global 500 companies, with the legal expertise of a labor law firm specializing in foreign-invested companies, we provide realistic and executable solutions.
ㆍWe provide one-stop support for the entire process, including CEO messages, manager interviews, communication with affected employees, and communication with remaining employees (Change Recovery), thereby protecting organizational trust and execution capability.
ㆍBased on the philosophy that restructuring is not a "project to reduce people" but a "project to redesign the future of the organization," we protect both the company's sustainable competitiveness and its Employer Brand.
ㆍWe provide the following optimized and customized Toolkit for clients (Restructuring Communication Playbook):
- CEO Announcement Message
자주 묻는 질문
Q8
How does KangNam Labor Law Firm differentiate itself from general HR consulting firms or conventional labor advisory services?
A Seamless Integration of Labor Law and Human Resources
General HR consulting firms often lack strong labor and employment law capabilities, while conventional labor consultants may have limitations in designing and delivering management-oriented, globally benchmarked HR strategies.
KangNam Labor Law Firm provides a distinctive and integrated solution that combines its robust labor law expertise and dispute-prevention capabilities with the practical HR strategy experience of Dr. Junki Han, a former CHRO and senior HR executive at leading global companies, including Microsoft, eBay, and Cigna, a major U.S. financial and insurance group.
This combination enables us to provide clients with both legal risk protection and practical, business-oriented HR solutions through a single advisory platform.
A Balance Between Theory and Practice
Dr. Junki Han, Senior Advisor, holds a doctoral degree in Human Resources and Organization Management and also serves as a professor specializing in practical management education.
Through direct one-on-one counseling, business coaching, and a range of tailored strategic options, he provides practical solutions designed to improve implementation and produce tangible results in the workplace.
General HR consulting firms often lack strong labor and employment law capabilities, while conventional labor consultants may have limitations in designing and delivering management-oriented, globally benchmarked HR strategies.
KangNam Labor Law Firm provides a distinctive and integrated solution that combines its robust labor law expertise and dispute-prevention capabilities with the practical HR strategy experience of Dr. Junki Han, a former CHRO and senior HR executive at leading global companies, including Microsoft, eBay, and Cigna, a major U.S. financial and insurance group.
This combination enables us to provide clients with both legal risk protection and practical, business-oriented HR solutions through a single advisory platform.
A Balance Between Theory and Practice
Dr. Junki Han, Senior Advisor, holds a doctoral degree in Human Resources and Organization Management and also serves as a professor specializing in practical management education.
Through direct one-on-one counseling, business coaching, and a range of tailored strategic options, he provides practical solutions designed to improve implementation and produce tangible results in the workplace.
Q7
How are consulting fees determined?
Consulting fees are calculated reasonably and transparently based on the project scope, the time required, the number of participants, and the frequency and duration of the engagement.
Following the preliminary assessment meeting, we provide a customized quotation tailored to the client’s budget and specific needs, with the aim of delivering the best possible value for the investment.
Following the preliminary assessment meeting, we provide a customized quotation tailored to the client’s budget and specific needs, with the aim of delivering the best possible value for the investment.
Q6
What specifically does the “Virtual CHRO Advisory Service” provide?
This service is a hybrid, in-depth HR and organizational consulting solution that combines online and offline support with CEO business partnering and targeted coaching. It is designed for SMEs, venture companies, and foreign-invested companies that may find it difficult to maintain an independent HR department or employ a senior-level Chief Learning Officer (CLO) on a full-time basis.
At a reasonable cost, we operate as an extension of the client’s internal learning and development team by continuously planning and implementing initiatives such as annual learning master plans aligned with business strategy, core competency modeling, leadership training for team leaders and executives, and organizational culture development sessions.
For foreign-invested companies, workshops and lectures may also be delivered entirely in English by a consultant with native-level English proficiency.
At a reasonable cost, we operate as an extension of the client’s internal learning and development team by continuously planning and implementing initiatives such as annual learning master plans aligned with business strategy, core competency modeling, leadership training for team leaders and executives, and organizational culture development sessions.
For foreign-invested companies, workshops and lectures may also be delivered entirely in English by a consultant with native-level English proficiency.
Q5
What is the process for engaging the consulting service?
The consulting engagement follows a prompt and clearly structured four-step process:
1. Consultation Request
Submit the HR or labor-related issue currently facing your organization through our website or by telephone.
2. Preliminary Assessment
Participate in a one-on-one meeting with Dr. Junki Han, Senior Advisor at KangNam Labor Law Firm, to identify the organization’s specific needs and assess potential risks.
3. Customized Proposal
Receive a tailored proposal outlining the recommended curriculum, project schedule, and scope of advisory services.
4. Contract and Implementation
Following final coordination, the parties execute the consulting agreement, and the consulting or coaching project begins immediately.
1. Consultation Request
Submit the HR or labor-related issue currently facing your organization through our website or by telephone.
2. Preliminary Assessment
Participate in a one-on-one meeting with Dr. Junki Han, Senior Advisor at KangNam Labor Law Firm, to identify the organization’s specific needs and assess potential risks.
3. Customized Proposal
Receive a tailored proposal outlining the recommended curriculum, project schedule, and scope of advisory services.
4. Contract and Implementation
Following final coordination, the parties execute the consulting agreement, and the consulting or coaching project begins immediately.
Q4
Is there a specific sequence for the six services? Can each service be selected and engaged separately?
Yes. Each service may be selected and engaged separately.
Although the six services are organically interconnected, clients may choose only the programs they require, depending on their circumstances, priorities, and level of urgency. The services are therefore provided on a customized, modular basis.
For example, a company may first address an urgent issue involving a Performance Improvement Plan (PIP) or restructuring communications. Thereafter, the company may use the Virtual CHRO service to support organizational stabilization and post-project management, while gradually expanding the engagement into other necessary HR and organizational development consulting services.
Although the six services are organically interconnected, clients may choose only the programs they require, depending on their circumstances, priorities, and level of urgency. The services are therefore provided on a customized, modular basis.
For example, a company may first address an urgent issue involving a Performance Improvement Plan (PIP) or restructuring communications. Thereafter, the company may use the Virtual CHRO service to support organizational stabilization and post-project management, while gradually expanding the engagement into other necessary HR and organizational development consulting services.
Q3
How is the consulting service primarily conducted?
The consulting service is delivered through a practical, solution-oriented approach grounded in each client’s specific needs. We avoid traditional projects centered primarily on lectures or standardized reports.
Based on a thorough preliminary assessment, the engagement is conducted through a hybrid model tailored to the company’s current HR and organizational challenges. This model combines hands-on, one-on-one business coaching with the direct participation of working-level employees and leadership teams to achieve meaningful behavioral change. Depending on the client’s needs, the engagement may include interviews, workshop facilitation, individualized business coaching, and in-depth analytical reports.
Based on a thorough preliminary assessment, the engagement is conducted through a hybrid model tailored to the company’s current HR and organizational challenges. This model combines hands-on, one-on-one business coaching with the direct participation of working-level employees and leadership teams to achieve meaningful behavioral change. Depending on the client’s needs, the engagement may include interviews, workshop facilitation, individualized business coaching, and in-depth analytical reports.
Q2
Who are the primary target clients for this consulting service?
This consulting service is particularly suitable for:
Companies experiencing direct or indirect productivity issues, potential legal disputes, or conflicts among executives and employees in connection with performance evaluations and the management of underperforming employees
Companies that require discreet and orderly restructuring, as well as outplacement or career transition support for departing employees, due to deteriorating business conditions or business restructuring
Companies seeking to ensure the successful onboarding, early stabilization, and long-term performance of newly recruited or promoted executives
Small and medium-sized foreign-invested companies, SMEs, and venture companies that require high-quality organizational development solutions without establishing an independent HR department, appointing a full-time CHRO, or making a permanent executive-level hire
Companies experiencing direct or indirect productivity issues, potential legal disputes, or conflicts among executives and employees in connection with performance evaluations and the management of underperforming employees
Companies that require discreet and orderly restructuring, as well as outplacement or career transition support for departing employees, due to deteriorating business conditions or business restructuring
Companies seeking to ensure the successful onboarding, early stabilization, and long-term performance of newly recruited or promoted executives
Small and medium-sized foreign-invested companies, SMEs, and venture companies that require high-quality organizational development solutions without establishing an independent HR department, appointing a full-time CHRO, or making a permanent executive-level hire
Q1
What is the basic concept of the newly launched “Executive People Advisory Consulting” service, and what benefits can clients expect?
Basic Concept
This program combines the practical experience of a Chief Human Resources Officer (CHRO) at leading global companies with the labor and employment law expertise of KangNam Labor Law Firm. It provides senior executives and corporate decision-makers with highly customized expert services addressing critical HR and organizational development issues that they consistently recognize as important but often find difficult to manage effectively through internal resources alone.
The principal programs include performance management, underperformer management, corporate restructuring, career transition support, executive onboarding, and Virtual HRD. As a premium advisory service, the program provides one-stop solutions for managing key HR and organizational risks while developing effective growth strategies.
In addition to these programs, further customized services can be designed to address each client company’s specific needs and requested areas of support.
Expected Benefits
The service proactively prevents serious labor disputes and legal risks while strengthening leadership capabilities and stabilizing the organization. Through these measures, it supports sustainable improvements in corporate productivity and long-term organizational performance.
This program combines the practical experience of a Chief Human Resources Officer (CHRO) at leading global companies with the labor and employment law expertise of KangNam Labor Law Firm. It provides senior executives and corporate decision-makers with highly customized expert services addressing critical HR and organizational development issues that they consistently recognize as important but often find difficult to manage effectively through internal resources alone.
The principal programs include performance management, underperformer management, corporate restructuring, career transition support, executive onboarding, and Virtual HRD. As a premium advisory service, the program provides one-stop solutions for managing key HR and organizational risks while developing effective growth strategies.
In addition to these programs, further customized services can be designed to address each client company’s specific needs and requested areas of support.
Expected Benefits
The service proactively prevents serious labor disputes and legal risks while strengthening leadership capabilities and stabilizing the organization. Through these measures, it supports sustainable improvements in corporate productivity and long-term organizational performance.