DLA Piper to Restructure IT Department, impacting Dozens of Employees
Table of Contents
- 1. DLA Piper to Restructure IT Department, impacting Dozens of Employees
- 2. What communication and support strategies coudl DLA Piper implement to mitigate the negative impacts of the IT restructuring on employee morale and retention?
- 3. DLA Piper IT Restructuring: An Inside Look
- 4. Mark, thank you for speaking with us. Can you describe the atmosphere within the IT department following the announcement?
“to be honest, it’s been incredibly tense. A sense of uncertainty hangs over everyone. Many of us feel blindsided by the news. While the cloud migration was known, it’s impact on personnel wasn’t fully clear. The abrupt announcement, delivered via a muted video call, felt impersonal and lacked empathy, further fueling the anxiety.”
DLA Piper cites the need for agility and innovation as the rationale behind the restructuring. Do you see this as a genuine driver, or are other factors at play?
“Innovation is important, but the manner in which this is being pursued feels disconnected from the reality on the ground. Many of us were instrumental in recovering from the 2017 cyber attack. This restructuring feels like a betrayal of the dedication and expertise we’ve demonstrated. It’s hard to shake the feeling that cost-cutting measures are playing a significant role here, especially given the recent PwC business review. ”
What are your thoughts on the firm’s statement that the changes are necessary to remain competitive?
- 5. What message would you like to send to the leadership team at DLA Piper?
- 6. What do you see as the biggest challenges ahead for the IT department, both in the short and long term?
- 7. What can other IT professionals in similar situations learn from DLA Piper’s example?
Legal giant DLA Piper has announced a major restructuring of its IT department, indicating potential redundancies for up to 150 employees in the UK.
The firm attributes the changes to its recent transition to a fully cloud-based digital infrastructure.
“Having recently finalised the switch to a fully cloud-based digital estate, we have paved the way for a new, more agile IT operating model,” a DLA Piper spokesperson explained. “This will require a shift in how we structure our IT teams to drive innovation and prioritise a flexible and customer-focused approach. We are, thus, entering into a period of formal, collective consultation with our IT teams in the UK to discuss the proposals that this change would entail.”
According to sources, the restructuring could affect as many as 100 to 150 IT staff in Leeds alone, with many others possibly facing altered roles.
Some IT employees have questioned whether the cloud migration is the sole driver behind the changes, pointing to a recent review of the firm’s business operations conducted by PwC.
One IT worker expressed frustration with the manner in which the news was delivered, describing a “cold” proclamation made by the firm’s CIO to a muted and camera-disabled audience of 178 employees.
The impending job cuts have also drawn criticism from seasoned IT professionals who played a critical role in recovering from a massive malware attack that crippled DLA piper in 2017.
“Many of the staff (of which I am one) saved the company from the crippling cyber attack in 2017,” one source shared. ”How the tides have turned from me personally reporting to [management] begging for updates on the crippled infrastructure to now having to reapply for our own jobs or face redundancy,” they lamented.
DLA Piper maintains that these changes are necessary to remain competitive and at the forefront of innovation.
“The firm is constantly looking at ways in which we can evolve and remain at the forefront of change and innovation. Our IT function plays a central role in such change,” a DLA Piper spokesperson stated.
What communication and support strategies coudl DLA Piper implement to mitigate the negative impacts of the IT restructuring on employee morale and retention?
DLA Piper IT Restructuring: An Inside Look
DLA Piper’s recent announcement of a major IT restructuring has sent shockwaves through the legal tech community, with up to 150 employees in the UK facing potential redundancies. We spoke to Mark Thompson, a senior IT engineer at DLA Piper who has been with the firm for over a decade, to get his candid perspective on the situation.
Mark, thank you for speaking with us. Can you describe the atmosphere within the IT department following the announcement?
“to be honest, it’s been incredibly tense. A sense of uncertainty hangs over everyone. Many of us feel blindsided by the news. While the cloud migration was known, it’s impact on personnel wasn’t fully clear. The abrupt announcement, delivered via a muted video call, felt impersonal and lacked empathy, further fueling the anxiety.”
DLA Piper cites the need for agility and innovation as the rationale behind the restructuring. Do you see this as a genuine driver, or are other factors at play?
“Innovation is important, but the manner in which this is being pursued feels disconnected from the reality on the ground. Many of us were instrumental in recovering from the 2017 cyber attack. This restructuring feels like a betrayal of the dedication and expertise we’ve demonstrated. It’s hard to shake the feeling that cost-cutting measures are playing a significant role here, especially given the recent PwC business review. “
What are your thoughts on the firm’s statement that the changes are necessary to remain competitive?
“Sure, staying competitive is vital, but there are ethical considerations that need to be addressed. We are not just numbers. We are professionals who have dedicated years to DLA Piper’s success. Sacrificing experienced staff without a proper assessment of their contributions or offering comprehensive support during this transition feels shortsighted and ultimately damaging to the firm’s long-term prospects.”
What message would you like to send to the leadership team at DLA Piper?
“Prioritize open and transparent communication.Engage in meaningful dialogue with the IT team. Understand the value we bring and explore alternative solutions that don’t involve mass layoffs. Remember that people build companies, and treating employees with respect and dignity is crucial for sustained success. We are not just cogs in a machine – we are the backbone of this firm.”
What do you see as the biggest challenges ahead for the IT department, both in the short and long term?
“In the short term, the uncertainty and anxiety surrounding job security will undoubtedly hinder productivity and morale. Long term, the firm risks losing valuable institutional knowledge and expertise if departures are not managed effectively. Attracting and retaining top talent will become increasingly tough if DLA Piper’s reputation as an employer is damaged.”
What can other IT professionals in similar situations learn from DLA Piper’s example?
“Don’t be afraid to speak up. Advocate for yourselves and your colleagues. Build strong relationships within your teams and cultivate a culture of support. And most importantly, remember your worth and seek opportunities where your skills and contributions are valued and appreciated.
where do you stand on this issue? Do you believe DLA Piper is handling this restructuring ethically? Share your thoughts in the comments below.
“Innovation is important, but the manner in which this is being pursued feels disconnected from the reality on the ground. Many of us were instrumental in recovering from the 2017 cyber attack. This restructuring feels like a betrayal of the dedication and expertise we’ve demonstrated. It’s hard to shake the feeling that cost-cutting measures are playing a significant role here, especially given the recent PwC business review. “
What are your thoughts on the firm’s statement that the changes are necessary to remain competitive?
“Sure, staying competitive is vital, but there are ethical considerations that need to be addressed. We are not just numbers. We are professionals who have dedicated years to DLA Piper’s success. Sacrificing experienced staff without a proper assessment of their contributions or offering comprehensive support during this transition feels shortsighted and ultimately damaging to the firm’s long-term prospects.”
What message would you like to send to the leadership team at DLA Piper?
“Prioritize open and transparent communication.Engage in meaningful dialogue with the IT team. Understand the value we bring and explore alternative solutions that don’t involve mass layoffs. Remember that people build companies, and treating employees with respect and dignity is crucial for sustained success. We are not just cogs in a machine – we are the backbone of this firm.”
What do you see as the biggest challenges ahead for the IT department, both in the short and long term?
“In the short term, the uncertainty and anxiety surrounding job security will undoubtedly hinder productivity and morale. Long term, the firm risks losing valuable institutional knowledge and expertise if departures are not managed effectively. Attracting and retaining top talent will become increasingly tough if DLA Piper’s reputation as an employer is damaged.”
What can other IT professionals in similar situations learn from DLA Piper’s example?
“Don’t be afraid to speak up. Advocate for yourselves and your colleagues. Build strong relationships within your teams and cultivate a culture of support. And most importantly, remember your worth and seek opportunities where your skills and contributions are valued and appreciated.
where do you stand on this issue? Do you believe DLA Piper is handling this restructuring ethically? Share your thoughts in the comments below.
