Colleagues are losing trust during a culture shift. How can you address the damaging rumors?

Organizational change can feel particularly isolating for remote teams, but inclusion and engagement are essential for success. To keep your team feeling connected and valued: Keep communication open and transparent. Make sure everyone understands the 'why' behind the change and has space to ask questions and share feedback. Leverage virtual collaboration tools to encourage teamwork and creativity. It's not just about meetings; it’s about creating opportunities for your team to work together, brainstorm, and innovate. Schedule frequent check-ins to gauge how everyone is feeling, discuss progress, and celebrate wins—no matter how small. These touchpoints help build a sense of community, even from afar.

It's all about creating psychological safety to encourage open dialogue. Be clear about the business reasons for the change to first build and strengthen Awareness and as a leader, show some of your concerns transparently and lead the way by how you are going to address them. Arrange town hall meetings to that effect for open Q & A sharing, and, also provide regular occasions for smaller group discussions, facilitated by you and/or experienced Change Management professionals. Listening and reiterating the reasons for the change is key.

Open dialogue means listening to people with purpose. Schedule regular check-ins that include specifics that encourage people actively think about what is happening to them and how they want to see change. When you listen, follow up with dates, times, and specifics. This includes targeted open-ended questions on specific parts of the change, their behaviors, and emotional impacts.

Facts are the most important part of overcoming challenges with a culture shift. Rebuilding trust starts by saying what you know and following up when you don't have the answer. It's absolutely okay not to have all the answers in one conversation, as long as you don't speculate on the answer. Instead, commit to following up on a specific day and time and do it. I've found open forums to swirl more rumors because others may not have heard the same rumor. Instead, I casually incorporate new facts and information into 1:1 conversations. One-on-one trust carries into group dynamics because we all know employees share their experiences. When employees validate that they are having a similar experience trust becomes personal employees.

Set up anonymous, in-person or virtual "Truth Booth" sessions where employees can submit questions or concerns about the culture shift, including rumours they’ve heard. Address these directly in an open forum, providing transparent, fact-based responses. This encourages open dialogue while dispelling misinformation, helping to restore trust in leadership.

A key way to drive engagement during a culture shift is to identify and empower change agents within your team. These are the individuals who naturally embrace the new direction and can inspire others to do the same. By giving them a platform to share their positive experiences, insights, and success stories, you create a ripple effect throughout the organization. Change agents can help counter resistance by providing clarity and addressing concerns with empathy. They become role models, showing how the new culture can be embraced and integrated into daily work. Empowering these voices not only fosters a smoother transition but also builds a sense of ownership within the team.

For your people internally - respect their existence or expect their resistance! This is why co-creation is so important during culture change. You should be weaving their voice and concerns into active feedback loops throughout the entire process. This is a great example of showing respect for your people as you initiate changes that will impact their everyday life. Address their concerns, listen, accept feedback, and respect their existence in the process.

During any organizational change, concerns and doubts are inevitable. As a leader, it’s crucial to proactively address these issues with empathy and transparency. Encourage your team to voice their concerns, whether they relate to job security, workflow changes, or the overall direction of the company. By listening and providing clear, honest responses, you not only reduce anxiety but also foster trust. It’s important to acknowledge that their concerns are valid and to offer solutions or clarity where possible. Open communication creates a safe space for the team to navigate through the transition together.

It is crucial to emphasise the core values of the organisation during culture shift phases. By embracing those values and principles, it will lead to a framework of understanding and interacting among people and transforming major changes in attitude, behaviours, and social norms that have a long lasting impact on the organisation.

In the midst of a culture change, your leadership sets the tone for the entire organization. It's essential to lead by example by fully embracing and embodying the new cultural values in your daily actions. Whether it's adopting new communication styles, collaborative practices, or decision-making processes, your commitment becomes a powerful signal to your team. When colleagues see you actively participating in the culture shift with enthusiasm and integrity, it builds trust and reduces resistance. Your behavior demonstrates that the change is not just a directive but a shared journey towards a better future.