Communication and openness. Communicate what is coming up. Why are you doing it? What other options were considered and why is this the way you've chosen? What can team members do at this stage? Remember that communication is bidirectional so establish safe ways for people to feedback their concerns and ideas to you. Be open to doubts and fears. They are natural. Try to work out with your team members what is motivating their feelings. Consider involving them in some capacity in the change project so they have some control over the outcome.

I ask them about their concerns and passions to understand resistance, support and respective emotions. Then I try to align actions towards the results, and check in again to monitor progress. It is important to focus on helpful and not helpful emotions. Also it can help to check this along the importance of my team members

Ich war vielen Situationen als Leader ausgesetzt, wo das Thema Vertrauen der entscheidende Grund für Performance und Change war. Als ich Kanban / Scrum in ein Team einführte, war ich der Einzige, der am Board teilte und moderierte. Ich dachte mir, sicher fehlt das Vertrauen untereinander um zu Teilen, aber auch Fehler am Board zu nennen und dann gemeinsam zu diskutieren. Zur gleichen Zeit begann ich mich mit #workingoutloud zu besch?ftigen. über 12 Wochen lernten die Teilnehmer, was es bedeutet in einer peer-group zu teilen und sich besser kennenzulernen. Entscheidend war für mein Team, ddass jeder bis zu 50 Eigenschaften über sich selbst teilte. Durch #WOL haben wir Vertrauen im Team aufgebaut. Nachhaltig. Bis heute. Und immer mehr.

Here’s how to cultivate trust among your team during a major organizational restructuring: - Communicate Clearly: Be transparent about the restructuring process, its purpose, and how it will impact the team. Regular updates help reduce uncertainty. - Listen Actively: Encourage open dialogue, allowing team members to voice concerns and ask questions. Show that you value their input. - Lead by Example: Demonstrate integrity and consistency in your actions. If you follow through on promises, your team will trust the process more. - Provide Support: Offer resources and guidance to help your team navigate changes, ensuring they feel supported and prepared.

A loyal employee is generally someone without a better alternative. An honest discussion about why they are here? Is very useful! Money is just a Hygiene factor, not a higher level motivator so more important factors include: whether they like the culture, their teams, and the work?