Plan the human side of a team restructure: the announcement sequence, individual conversations first, and the week-one support that keeps trust.
Plan the communications for this restructure: {{restructure}} (what's changing, who's affected and how — role changes, reporting changes, any redundancies, the business reason, timeline).
Sequence: individually-affected people hear FIRST, in person, before any group announcement (draft each conversation's key messages: the change, the why, what it means for them, what's decided vs open, next steps); then the team announcement (the honest why, what changes and what doesn't, how decisions were made); then the broader-org note. Include: the manager briefing pack (Q&A with the hard questions — 'is this cost-cutting?' 'am I next?' — answered honestly), redundancy process requirements to verify if applicable (consultation obligations, redeployment, entitlements — flag for advice), and week-one follow-through: the drop-in sessions and the check-ins on the quiet ones. Rule: nothing in the group message that an affected person learns about themselves there.
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