Communicate the reasons for the change clearly and how it aligns with strategic objectives, helping them understand the bigger picture. Involve team members in the process by seeking their input and feedback, fostering a sense of ownership. Set short-term, achievable goals to provide quick wins, celebrating milestones to maintain enthusiasm. Ensure leadership visibility through regular check-ins and updates, demonstrating commitment to the team's well-being. Offer support through training and resources, address concerns proactively, and implement a system for recognizing and rewarding efforts during the transition, reinforcing a positive atmosphere as the team works toward strategic objectives. #ahmedalaali11

The key here is to make team members part of the dialog to fix things and/or part of the new state of the organization. Allow them to express themselves. The "but" here is that team members do need to go along with the new plan once set forth - I always make sure to listen to my teams for input, but once a decision is made - they all need to embrace and become proponents for it. There cannot be negativity floating around after org change decisions are made. Team members need to get on board; and if they cannot, then perhaps it is time for them to find a new role that makes them happy. The worst thing is to try to motivate someone who is just unhappy about their situation and cannot support the company's new path.