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closely with HR and your team members to assign roles within your new team. It’s wise to get key stakeholders on board from the onset and constantly review and refine your process. Embed your new structure: The redesign process doesn’t stop once you have your new team structure in place. It’s important to dedicate time to embedding it, focusing on building psychological safety, team development and addressing ingrained behaviours. We don’t think of a redesign as being a one-and-done process. Business needs and contexts change rapidly, so continually evaluating your structure and assessing its effectiveness is crucial.
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