How would you inspire your team to stay motivated during company restructuring?

Professionally, few things are more unsettling than uncertainty during reorgs, M&A, or restructuring. Hand-wringing gets us nowhere. First, ensure that you understand the rationale for the change and the root causes that led to the transformation. Face the music like courageous adults and communicate an understanding of how everyone fits in the new regime (or not). Remind the players that this is not the time to retreat and fly under the radar. Assertiveness prevails over trying to shelter until the storms blow over. Above all else - demand professionalism and always be constructive.

Listen first. Transparency through honest, open, and frequent communication is important. Listening and understanding their concerns is paramount. To understand what drives your priorities, you have to listen. To empower voices, you have to listen to what they're saying. To recognize efforts, you have to listen to others to recognize the efforts that you can't see. To provide a clear vision, you have to listen for what isn't clear to them. To offer support, you have to listen to understand what kind of support is needed. Listening first will go a long way.

In my experience inspiring a team during company restructuring requires a combination of frequent and transparent communication, empathy, positive resilient mindset and a focus on the bigger picture. Transparency should be prioritize as it is the cornerstone of trust during uncertain times. The team needs to be informed about the changes, the reasons behind them, and their impact on the organization and individuals. By providing regular updates and maintaining open communication channels, a leader can help alleviate fears and reduce uncertainty. Being honest and forthcoming demonstrates respect and builds credibility, which is crucial for maintaining team motivation. Not to forget that leader's attitude sets the tone for the team!

During times of restructuring organisations or departments, it's easy to let the uncertainty chip away at our momentum. But let's remember, the ground is moving faster beneath us because we're climbing higher. As leaders, our job isn’t just to weather the storm—it’s to show our teams that this storm is exactly what's needed to clear the path ahead. You and I both know change is uncomfortable. It’s supposed to be. If it wasn’t, we’d still be doing the same thing we were ten years ago. So, let’s embrace the discomfort, harness the energy of the unknown, and remind our teams that we’re not just surviving change—we’re shaping it. #ScalingSuccessPlaybook

During times of change, empowering your team by giving them a voice is crucial. Encourage them to share their ideas on navigating the restructuring effectively. Involving them in decision-making fosters a sense of ownership and significantly boosts morale. Their insights offer invaluable perspectives that can lead to innovative solutions. A motivated team feels heard and respected. Inclusive leadership is especially important when managing multiple generations, particularly Gen Z. By prioritizing diverse voices and creating a collaborative environment, we ensure that everyone feels valued and engaged, leading to a more effective and harmonious restructuring.

In my experience, restructures are shrouded in secrecy. Information is kept to a small group. When this is the case, share what you can and empower your team by taking on a coach-like role and helping them to explore how they feel about the restructure, what’s important to them and what their options are. This will help them feel more in control.

Effective change management begins and ends with the involvement of stakeholders. The change curve underscores the critical importance of this involvement; without it, the process is likely to encounter obstacles at various stages. Engaging stakeholders from the onset ensures a smoother transition and mitigates resistance, thereby enhancing the overall success of the change initiative.

Continuous learning is an important factor to have growth and positive mindset to observation experience teaching and learning In my view the leader is its true leader then the leader's main aim is to give value to their #teammembers and at the same time build #another leader in everyone in the team so that they can take a #risk and take a #decision for the well being of the #community despite their field. Their #experience can be the lessons for their team . Honesty #integrity empathy reciprocity autonomy #accountability & #authority could be the key feature of every team member to be a leader and #everyone has this #quality just the leader has to #empower them in the right #direction #teambuilding #honesty #LeadershipStyle #Leadership

Encourage people to share and support each other—beyond processes and in a human way. This can be difficult to do when you are busy managing the process, but making time to hear how people are and what they need from you is critical to building trust and making sure you aren't making a mistake somewhere!

Recognize and celebrate small wins and contributions during the transition period. This boosts morale and keeps the team motivated. During times of restructuring, it is essential to maintain a positive atmosphere and ensure that your team feels valued and appreciated. Acknowledging the efforts and achievements of your team members, no matter how small, can make a significant difference. This can be done through verbal praise, written acknowledgments, or even small rewards. Celebrating these victories provides a sense of progress and accomplishment, reinforcing the idea that every contribution counts.

Durante uma crise, o reconhecimento pode ser um verdadeiro salva-vidas para a moral da equipe. Em tempos de incerteza, as pessoas podem se sentir desanimadas e precisar ainda mais do suporte da lideran?a. Celebrar pequenas vitórias e marcos ajuda a manter o animo lá em cima, mostrando que o esfor?o de todos está sendo notado e valorizado. E quando você personaliza o reconhecimento, agradecendo de maneira específica, isso faz uma enorme diferen?a! As pessoas sentem que suas contribui??es realmente importam e isso fortalece o espírito de equipe. No fim das contas, reconhecer o trabalho duro durante uma crise n?o só mantém a motiva??o alta, mas também ajuda a equipe a se sentir mais conectada e apoiada.

To maintain motivation during restructuring, consistently recognize and celebrate your team's efforts. Acknowledge the hard work and dedication they display, particularly during these challenging times. Celebrate small victories and milestones to foster a positive atmosphere and encourage ongoing effort. Personalized appreciation is especially impactful; take the time to thank individuals for their specific contributions. This recognition not only boosts morale but also reinforces their value to the company, fostering a sense of appreciation and commitment.

Acknowledge the challenges and uncertainties they may be facing, and validate their feelings by showing empathy and understanding. Regularly check in with team members to gauge their well-being and provide support where needed. Celebrate small wins and progress during the transition to reinforce a sense of accomplishment and purpose. By openly recognizing the impact of restructuring, you demonstrate that you care about your team's experience, fostering a supportive environment that encourages resilience and motivation amidst change.

Make it a point to acknowledge the hard work and dedication of your team, especially during the challenging times of restructuring, by celebrating small victories and milestones to create a positive atmosphere and encourage continued effort. Personalized appreciation can have a profound impact, so take the time to thank individuals for their specific contributions, as this recognition not only motivates but also reinforces their value to the company.

This isn't easy to do when restructuring is purely to save money, but you can't lose sight of the fact that people will remain with your business after the restructuring. Keep a focus on the future and engage people in that future; otherwise, your business is going to struggle to recover from the reorg. If the restructuring is about reshaping the organisation and its focus, then this is essential from the start—people have to understand and believe that the direction you want them to shift into is right and compelling for them. That way, you can engage them in the next steps and solutions.

Employee Involvement -> Encourage input from employees during the visioning process to foster ownership and buy-in. Storytelling -> Craft a compelling narrative around the vision to make it relatable and inspiring. Visual Representation -> Use visuals like charts, graphs, or images to communicate the vision effectively.

Articulate a direction and purpose that resonates with everyone. Explain how the restructuring will create a stronger, more competitive organization and highlight each team member's role in this journey. When people understand the 'why' behind the changes and see their place in the bigger picture, it fosters a sense of unity and purpose. Drawing from my extensive experience in guiding organizations through transitions, I emphasize the importance of clarity and consistency in communication. By connecting each person's contributions to the overall vision, we can inspire a collective effort towards achieving our goals.

Communicate the strategic rationale behind the changes and how they align with the organization's long-term goals. Ensure that team members understand how their work contributes to the bigger picture, even if their specific roles or responsibilities have shifted. Reinforce the team's value and the importance of their contributions to the company's success. By keeping the vision clear and consistent, you give the team a sense of purpose and direction, which can help them stay motivated and engaged during the restructuring process.

Maintaining motivation during restructuring requires a clear and compelling vision for the future. Articulate a precise direction and purpose that your team can support. Explain how the restructuring will result in a stronger, more competitive organization and highlight the crucial roles each team member plays in achieving this vision. When the team has a shared goal to work towards, it fosters a sense of camaraderie and purpose, significantly boosting motivation during times of change. This unified vision helps everyone stay focused and positive about the future.

Provide resources, such as training, mentoring, or counseling, to help team members adapt to new roles or cope with the stress of change. Be available to listen to their concerns and provide guidance on navigating the transition. Advocate for their needs and interests within the organization, ensuring that their voices are heard and their contributions are recognized. By demonstrating your commitment to their well-being and professional growth, you foster a supportive environment that empowers the team to stay motivated and resilient during the restructuring process.

Company restructuring can often lead to uncertainty and demotivation among teams. To counteract this, leaders must provide a clear and compelling vision for the future. By openly communicating the rationale behind the restructuring, its impact on the team's role in the new structure, and the overall company goals, leaders can instill a sense of purpose. Emphasizing how the restructuring aligns with the team's strengths and career growth opportunities can also boost morale. Open dialogue sessions where team members can voice concerns and suggestions can foster a sense of involvement. Recognizing and appreciating the team's contributions during this transitional phase is crucial.

During restructuring, offering support is crucial to keep your team motivated. Provide necessary resources and training to help them adapt to new roles or processes. Make yourself available to listen to their concerns and offer encouragement. Demonstrating your investment in their well-being and success fosters loyalty and motivation. When team members feel supported and know that their leader is with them through every step, they are more likely to embrace change and remain committed to the organization's goals.

Durante uma reestrutura??o, a escuta ativa e a empatia do líder s?o fundamentais. Oferecer suporte n?o se resume apenas a fornecer recursos e treinamento, mas também a estar verdadeiramente disponível para ouvir as preocupa??es da equipe. Quando você escuta ativamente, mostra que valoriza as opini?es e sentimentos, o que pode aliviar o estresse e a inseguran?a. A empatia, por sua vez, ajuda a construir uma conex?o genuína, fazendo com que a equipe sinta que n?o está sozinha nessa jornada. Mostrar que você está investindo no bem-estar deles e que está ao lado deles a cada passo do caminho cria um ambiente de confian?a e colabora??o. Isso n?o só inspira lealdade, mas também encoraja todos a abra?ar a mudan?a com uma atitude mais positiva.

There’s a difference for individuals between change (external event) and transition (internal coping). Leaders need to understand that any announcement of “restructuring” sets off a neutral zone (William Bridges transition model, 2004) in which individuals immediately focus on THEIR part in all of it. Another interesting effect is the change impact on individual and team loyalty (Clarkson, 2009)…loyalty to the organization and its’ mission versus loyalty to individual leaders that may be spearheading the effort. All this to say, paying more attention to employees during this time is crucial!!!

Keeping employees engaged helps maintain productivity and morale during the transition. Foster a sense of community by encouraging team-building activities and maintaining regular communication. Keep the focus on shared goals and celebrate milestones together.

Yes, and! Expect dips in productivity and engagement. People are not machines. Everyone will experience the change differently and for many there might be a sense of loss. People need time and support to process. Compassion is key. And patience. Engagement will return if people feel heard and valued.