You're navigating organizational restructuring. How can you uplift team morale during this challenging time?

To uplift team morale during organizational restructuring, it's essential to maintain transparency and honesty throughout the process. Clearly communicate the reasons behind the changes, outlining how they will enhance our value proposition for both customers and employees. Share the envisioned destination and how these adjustments will create a more robust, customer-focused organization. Emphasize the improvements for our customers and clarify what these changes mean for individual team members. Highlight that within every change lies an opportunity for growth and positive transformation, reinforcing that this period is not just about challenges but also about potential and progress

Really listen to your people and act on what is important to them. Be clear and honest if you cant. Empower people by seeing their talents and always tell them what they do good. Make them grow, then results will grow.

Open and honest conversations are key to keeping morale high. Organisations need to support those going through change to say what and how things are impacting them, how else can they be supported. No surprises! Second to that is really assessing what the impact of the change means to them, not just thinking about the future state but what are people going to go through in the time leading up to it. Thirdly create as much unity as possible, get people onboard a shared vision and invite them to be part of the change giving them a sense of ownership and control over the change

“If you only do regular work, you will only get a regular salary and a regular position. Seek new challenges beyond your regular work and strive to keep up with new technologies. Only by putting in extra effort and showing good performance will you get a high salary increase and a promotion.Rather than just being good yourself, be someone who can lead or drive your team and guide junior levels.”

Personalized recognition is key to maintaining morale and motivation, especially during challenging times. The Ambrose Model for Managing Complex Change highlights how incentives are essential to sustaining progress. By recognizing achievements, you provide those much-needed incentives, ensuring that team members feel valued and motivated to keep contributing to the shared vision. Utilizing the Ambrose approach fosters alignment with the organization's goals and reinforces the action plan, maintaining momentum during tough transitions.

Reconocer el esfuerzo ayuda a que el equipo en proceso de transformación, pueda transitar por este cambio con mente positiva y disposición a enfrentar las situaciones nuevas.

In my opinion it is not just recognizing efforts but celebrating smaller progress milestones. In order to be able to celebrate such accomplishments, the big (main) target, which can easily appear to be far out of reach, needs to be broken down into a variety of many smaller cornerstones, which can actually be reached within a week, within month, within 3 months, and so on. Every team member need to experience that progress and going for the big goal by hitting smaller goals along the way is a "mission possible"! Reaching these cornerstones help the team to see and feel the progress they're making. Appreciating them for the efforts and progress and celebrating can be incredibly helpfull to carry on for the big picture success.

Even in uncertain times, people need to feel valued. Small gestures of recognition can have a big impact. Once, during a particularly tough phase, I made it a point to send handwritten notes (inside the books I bought) to team members who went the extra mile. It wasn’t much, but the personal touch mattered.

During organizational restructuring, recognizing the hard work and dedication of your team is more important than ever. Celebrate individual and group achievements, no matter how small, to show that their efforts are valued and crucial to the company’s future. Personalized appreciation, whether a simple thank you note or a team shout-out, can significantly uplift spirits and reinforce the importance of each team member's role during these challenging times.

During organizational restructuring, it's crucial to connect with employees on a personal level and address their specific needs. By equipping stakeholders to ask the right questions, recognize emotional and psychological needs, and tailor conversations accordingly, we can create a safe space for employees to share their concerns and receive practical support. Avoid generic platitudes that may seem insincere. Instead, offer genuine care, support where possible, and guide employees through this challenging time.

Sometimes all people need is to feel heard and supported to continue fighting the good fight during an organizational restructuring. A little goes a long way

Organizational restructuring is like trying to steer a ship through turbulent waters. It’s tough, but with the right approach, you can keep morale. People will naturally have concerns, so offer them the resources they need; whether it's training for new roles or just someone to talk to. It’s essential to ensure they’re equipped and reassured.

Navigating organizational restructuring can be tough, but uplifting team morale starts with providing robust support. Offer targeted training sessions or one-on-one coaching to help team members transition smoothly into new roles. Ensure they have access to the resources needed to thrive in a changing environment. Don’t overlook the importance of emotional and mental health—counseling services or stress management workshops can make a world of difference. When employees feel supported, they’re more resilient and engaged during challenging times.

People do their best work when they are empowered, when they feel entrusted. Restructuring, like any big change, can be very emotional times. Transparency, active regular open communication, are key success factors. Managers must make such things a norm, before/during/after big changes like restructuring. Staff must be engaged in the process, feel they have a say (even if decisions go against that sometimes)--at least they are consulted and can voice opinions/concerns.

In my leadership approach, I apply Self-Determination Theory (SDT) by giving my team autonomy, encouraging critical thinking, and fostering self-confidence. Instead of dictating how tasks should be done, I allow them the freedom to approach their work creatively, ensuring they have the resources to succeed. I actively involve my team in decision-making, especially during change, strengthening their commitment and sense of ownership. This boosts morale and helps them see a path for growth, which keeps them motivated and aligned with our goals.

Managing change is about setting goals and empowering the team to achieve them. However, empowering isn't enough, you have to engage them to take ownership. In my experience, this is best done through regular reporting of the progress against each goal.

During organizational restructuring, team morale can be uplifted by fostering a strong sense of unity. One approach I've found effective is organizing regular team-building activities that not only promote collaboration but also allow the team to create a unified mindset and value proposition. This empowers them to brand themselves positively throughout the restructuring process. When teams align on shared values and goals, they become more resilient and capable of navigating change together, transforming challenges into opportunities for growth.

Going through change can be draining, and certainly emotional. Change can be a process of grieving even for staff sometimes. The key is to build strong team camaraderie and care, with helping being a team norm. So that team members are not afraid to ask for help, or not delaying asking for it. And their colleagues also freely offer help. Beyond this, having regular team building and social events helps alleviate the change pressure, and boosts closer ties and morale. Ultimately, all this benefits making decisions during challenging times.

Refor?o sempre a importancia de termos todos cientes de qual é o valor que agregamos ao negócio e como isso é motivador para continuarmos a fazer o nosso trabalho diariamente. A partir do momento em que todos est?o alinhados e seguindo rumo a um mesmo objetivo, essa unidade da equipe funciona de uma forma natural, todos se dispondo a enfrentar os desafios que surgir?o até a estabiliza??o.

It’s critical to balance optimism with sensitivity during organisational change. Being positive is important, but there’s a fine line to cross into tone-deafness. Messaging must embody authenticity and empathy, as people are not passive receivers; they experience change emotionally. During change, people face a range of emotions. Recognising this emotional journey is vital. Allow time for people to process their feelings, foster a culture of trust and understanding. Effective communication requires an awareness of human psychology. Fundamentally, the success of organisational changes depends on transparency, the ability to inspire confidence in the strategic reasons for the change, and the demonstration of emotional intelligence.

At a client site, I witnessed how a positive outlook, combined with open and transparent discussions, can significantly impact team morale during restructuring. I coached the leadership team on addressing fears and uncertainties through honest conversations, helping them create meaningful content that could be shared across the organization. By crafting messages that acknowledged concerns and reframed them into opportunities, we shifted the narrative from uncertainty to optimism. These perspective tactics helped the team see the restructuring not as a threat but as a chance for growth and innovation, ultimately building confidence and resilience throughout the organization.

Focus on how your team can pivot to add value to help the organisation during such challenging times. There's always a silver lining.. For example, instead of launching new initiatives, we have a new problem to solve to save cost or engage employees during restructuring. Those are good skills to have. If unfortunately your team is impacted by the restructuring, this can be a good opportunity for team members to explore new opportunities and when moving to a new role, you may get a pay increase. Agree, stay positive!

To uplift team morale during organizational restructuring; there are some steps can help ease uncertainty and keep the team motivated during challenging times:- 1. Communicate openly about changes and the future vision. 2. Acknowledge concerns and show empathy. 3. Highlight stability in core values or processes. 4. Celebrate small wins to maintain positivity. 5. Provide support through training and resources. 6. Encourage collaboration and team-building. 7. Lead with resilience and optimism. 8. Offer flexibility to reduce stress.