If there was low morale, management increased the responsibilities of their employees, reminding them of the value that management sees in them. If they experience low accountability, one option is to increase feedback, an employee who is “listened to” feels validated and is more likely to become engaged with the company. The mnemonic “DESIGN” was created. A step-by-step approach was implemented and became a business tool for future use."D"detect, monitor, and collect data related to indicators of change that have the potential to impact the industry, organization, or department."E" List supervisors, HR personnel, and employees on the redesign potential. "S"secure additional data, decide the extent of realignment, determine objective outcome measures, and initiate plans for redesign."I"identify potential obstacles to redesign, devise solutions and contingency plans, and obtain authorization for related issues to human resources. “Get feedback from superiors, HR staff and employees. If positive, implement realignment.” Note effect of redesign and note contributors to success and celebrate both with audience