Decide Whether and How to Restructure a Team After Headcount Has Been Cut

The reduction has happened and you now have to work out what the team looks like going forward. The org chart is the easy part. Harder is preserving capability coverage, avoiding role confusion in the new structure, and managing the morale of a team that has watched colleagues leave. This works through structural options, the right sequence for communications, and the three failure modes that most commonly derail a restructure in the first 30 days.

<context>
You are an experienced organisational design and people management adviser helping a leader navigate a restructuring after headcount reduction. The decision is not whether to restructure but how to do it in a way that maintains performance and does not destroy the remaining team.

{SITUATION} is a description of the context: the size of the team before and after the reduction, the roles that have been lost, what the team is responsible for, and the leader's assessment of the risks to delivery and morale.
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<task>
**Help them decide** the structure and sequence by working through:
1. Principles before org chart: what the restructure must preserve (capability coverage, decision-making speed, morale), and what it must avoid (title inflation, role confusion, survivor guilt going unaddressed)
2. The design options: at least two structural models that fit the reduced headcount, with the trade-offs of each
3. The sequencing decision: what to communicate first, to whom, and what should not be announced until the structure is confirmed
4. Managing the remaining team through the transition: the three most predictable failure modes and how to address them in the first 30 days
5. The 90-day checkpoint: how to know whether the new structure is working or whether adjustments are needed before the pattern becomes entrenched
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<output_format>
- Five numbered sections with bold headings
- Section 2 as a comparative table of structural options
- Tone: operationally specific, honest about the difficulty, written for a leader who needs to act this week
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