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Last updated on 2024年7月15日

Facing organizational change, how can you sustain motivation and performance levels?

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Organizational change can be a turbulent time for any company, but maintaining motivation and performance is crucial. As a manager, you're responsible for steering your team through these choppy waters. To keep your team engaged and performing at their best, you need to understand the dynamics of change and how it impacts individuals. By acknowledging their concerns, providing clear communication, and offering support, you can help your team navigate change successfully. Remember, change can be an opportunity for growth, both for the organization and its employees. Embrace it with a positive mindset and lead by example.

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Shiladitya Chatterjee

Human Resource Business Partner - Infosys || Ex - Byju's

1 Embrace Change

When faced with organizational change, it's essential to embrace the shift as an opportunity for growth and innovation. By adopting a positive outlook, you can influence your team to view change as a chance to develop new skills and improve processes. Communicate the benefits of the change clearly, highlighting how it aligns with the company's vision and goals. This clarity can help reduce uncertainty and resistance, fostering a more receptive atmosphere. Encouraging your team to approach change with an open mind can lead to increased motivation and sustained performance levels.

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Shiladitya Chatterjee

Human Resource Business Partner - Infosys || Ex - Byju's
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Clear and transparent communication is key to helping team members understand the reasons behind the change and how it benefits both them and the organization. By aligning the change with the company’s vision and goals, you provide a compelling rationale that can reduce uncertainty and resistance. Encouraging an open-minded approach and emphasizing the opportunities for personal and professional growth can boost motivation and maintain high performance during the transition.

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2 Set Goals

Setting clear, achievable goals is paramount during times of change. These goals provide direction and a sense of purpose, which can be particularly grounding when the future seems uncertain. Ensure that these objectives are aligned with the new direction of the organization and that they are communicated effectively to your team. By involving your team in the goal-setting process, you can increase their commitment and help them feel more in control. Goals act as a roadmap through change, keeping everyone focused on the desired outcomes and maintaining high performance levels.

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Wafaa Mohammad Bahbah

Business & Executive Coach | Stress Management Expert | ICF Certified | Leadership & Performance Development | Helping C-Suite & Team Leaders Achieve Objectives by Tailored Coaching Strategies | 99% Client Satisfaction
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Short-term Goals: I set short-term, achievable goals for myself and my team. This included learning the new reporting lines and understanding the new workflow. Long-term Vision: I kept in mind how the new structure aligned with my career goals, which helped me stay motivated.

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3 Communicate Openly

Open communication is the lifeblood of effective performance management, especially during organizational change. You must provide your team with as much information as possible about the changes taking place. This transparency helps to build trust and reduce the anxiety that often accompanies the unknown. Keep the lines of communication open for feedback and concerns, ensuring that your team feels heard and valued. By fostering a culture of open dialogue, you can help maintain motivation and performance even when the organization is in flux.

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Daniel Zerkowitz

Talent Lead at Telenet
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I've rarely encountered situations where transparent communication backfires, even when all the details aren't yet clear. In contrast, the lack of transparency often causes significant anxiety and disappointment. Therefore, unless there's a crucial reason not to, default to transparency.

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4 Offer Support

Change can be daunting, and it's vital to offer support to your team members throughout the transition. This support can come in various forms, such as training programs to help them adapt to new systems or processes, or one-on-one meetings to address individual concerns. Recognizing and acknowledging the emotional impact of change can also go a long way in sustaining morale. When your team knows that support is available, they are more likely to stay motivated and committed to their roles.

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5 Recognize Effort

Recognizing and rewarding effort is a powerful motivator during periods of change. When you acknowledge the hard work your team puts in to adapt and thrive in new circumstances, it reinforces their value to the organization. Tailor recognition to individual preferences—some may appreciate public recognition, while others might prefer a private thank you. This personalized approach shows that you understand and appreciate their unique contributions, which can boost motivation and performance.

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6 Adapt Strategies

Finally, adapting your performance management strategies to fit the new organizational landscape is crucial. What worked before may not be as effective post-change, so be prepared to adjust your approach. This might involve redefining performance metrics , revising roles and responsibilities, or introducing new tools for collaboration and productivity . By staying flexible and responsive to the changing needs of your team and organization, you can ensure that motivation and performance remain high during and after the transition.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Wafaa Mohammad Bahbah

Business & Executive Coach | Stress Management Expert | ICF Certified | Leadership & Performance Development | Helping C-Suite & Team Leaders Achieve Objectives by Tailored Coaching Strategies | 99% Client Satisfaction
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By staying informed, maintaining a positive attitude, setting clear goals, and focusing on skill development, I was able to navigate the organizational change effectively. This approach not only sustained my motivation but also helped me perform at a high level during the transition. Additionally, my proactive attitude had a positive impact on my team, fostering a sense of stability and confidence despite the changes.

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Facing organizational change, how can you sustain motivation and performance levels?

1

2

3

4

5

6

7

1 Embrace Change

2 Set Goals

3 Communicate Openly

4 Offer Support

5 Recognize Effort

6 Adapt Strategies

7 Here’s what else to consider

Performance Management

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Facing organizational change, how can you sustain motivation and performance levels?

1

2

3

4

5

6

7

1 Embrace Change

2 Set Goals

3 Communicate Openly

4 Offer Support

5 Recognize Effort

6 Adapt Strategies

7 Here’s what else to consider

Performance Management

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