You're facing a major company restructuring. How do you boost employee morale in times of change?

One of the scariest things to deal during major company restructuring is the uncertainty of what will happen. So, I think leaders/ team managers should be available and open to clarify what is possible to clarify, bring confidence by being present and seen during the process (and not unavailable or "out of the office"). A good, clear and honest communication is key (as it is for everything).

I would create a ‘Shadow Board’ of operational staff who would take the same ‘brief’ as the Board of Directors and create plans that they believe would work in the circumstances. I would then arrange for the Chair of the Shadow Board to present their Plan to the Company Board and facilitate a discussion about the differences and identify overlaps and synergies that both Boards/Teams could collaborate on. To be motivated through change, those people affected need to be treated with respect, heard and have ‘hands on’ roles to effect the change.

Transparency and open communication is a vital cog in change management. Not having a clear understanding of the organisation's future plan is one of the most frustrating feelings any employee could go through. It also shakes the trust the employees can put in the management.

Boosting morale during restructuring starts with transparent communication. Share the vision behind the changes , acknowledge concerns and provide support. Recognise achievements , celebrate small wins and keep the focus on the future opportunities.

A restructuring can make people peculiarly sensitive hence it's all the more important to make them feel comfortable. It can all start with simple acknowledgments, personally or publically, and can gradually move in scale to public recognitions and awards.

Recognition can be a powerful morale booster during tumultuous times. Beyond formal rewards, consider spontaneous acknowledgments for everyday contributions. Implement a peer recognition system where colleagues can highlight each other's efforts, fostering a culture of mutual appreciation. Share success stories that illustrate how team efforts are driving positive changes despite the challenges. Celebrate milestones, no matter how small, as they provide a sense of progression and achievement. Personalized thank-you notes or shout-outs in team meetings can go a long way in making employees feel valued and appreciated for their resilience and hard work.

Recognize Effort: Acknowledge and appreciate employees' hard work and dedication during the transition. Public recognition and rewards can significantly boost morale and motivate staff.

Acknowledging employees is a potent morale booster, particularly during challenging periods. In addition to individual and team recognition, it's essential to emphasize the value of "intrinsic rewards" such as autonomy, mastery, and purpose, which can provide significant motivation. Furthermore, consider incorporating peer-to-peer recognition programs to cultivate a culture of gratitude and camaraderie. This approach not only enhances individual and team morale but also fosters a supportive and appreciative workplace environment.

Siempre, pero mucho más en estos momentos el reconocer y apreciar el esfuerzo adicional es fundamental. Celebrar logros de distintos tipos e impacto y reconocer públicamente a los que están desempe?ándose bien. Todo esto no solo eleva la moral de las personas, sino que también afianza quipos y motiva.

As with any major change, everyone reacts differently. One way to support your people and to MAINTAIN morale in difficult times is to be consistent across leadership in the organization. No "daylight" that send mixed messages. Additionally, this is a great time to shore up any EAP offerings or other options that support change management and all related emotional and psychological impacts. Perhaps you change up breaks. Perhaps you recognize significant workload pressure so you increase remote work options with associated expectations for work product. Support looks and feels different for everyone. Providing options enables the consistency of availability while providing flexibility in execution.

Offer Support: Provide resources such as counseling, training, and career development opportunities. Support systems help employees adapt to changes and feel valued.

In my experience there have been times when restructuring was implemented &certainly some learnt best practices came handy for me to manage this crucial process. Change management requires very structured, balanced approach where leader has to maturely manage looming uncertainties, curbing unwanted speculations, clarifying doubts &keeping high morales. In such times when roles need to be shuffled, a leader needs to convey the rationale behind decision, citing positive outcomes of change, providing support &resources to develop impacted members for successful transition, ensuring his/her accessibility & support during entire transition period. Leader needs to have regular dialogue, set transition process, address concerns & provide support.

Support must go beyond the professional realm, addressing emotional well-being as well. Provide access to professional development resources like training sessions for new skills relevant to the restructuring. Establish a support line or counseling services for employees feeling overwhelmed. Create a buddy system pairing employees who are more experienced with those navigating new roles. Consider implementing flexible work arrangements to accommodate personal circumstances affected by the changes. These measures demonstrate the company's commitment to its employees' growth and well-being, reinforcing the message that they are not alone during the transition.

Supporting employees is crucial for their well-being during restructuring. While training and counseling are important, it's also essential to offer career development opportunities and outplacement services for those impacted by layoffs. Managers play a pivotal role in this process by providing day-to-day support through regular check-ins and maintaining open communication. These actions demonstrate the company's commitment to its employees' overall success and help ensure a smoother transition during challenging times.

Research shows that restructuring can have a negative impact on employees' health and wellbeing. As a result, managing employee morale during restructuring is crucial to ensure a successful turnaround.

Employees who are told why change is coming and given an opportunity to have a voice in it become advocates of change. If there is a need for a major restructure there is an efficiency or an opportunity that the company is looking to capture. Trusting your employees enough to show you how is halfway to the finish line.

Empowering team is a good way to get started. However it shouldn't be about giving false hopes and keeping your team in the dark. You should communicate things openly and transparently about what things to expect in times to come

Empowering employees by involving them in decision-making can significantly enhance morale. Create cross-functional task forces to tackle specific challenges related to the restructuring, allowing employees to contribute their unique perspectives. Encourage innovation by asking for input on improving processes or workflows. Provide tools and training that enable employees to take ownership of their projects and ideas. This empowerment not only harnesses diverse talents within the organization but also helps employees feel a sense of control and purpose, reducing the anxiety associated with change.

Employee empowerment is fundamental to modern, high-performing organizations. Involving employees in decision-making is essential, and it's equally important to equip them with the tools, training, and autonomy needed to implement their ideas effectively. Leadership plays a crucial role in fostering a psychologically safe environment where employees feel comfortable sharing their thoughts and taking risks. By creating this supportive atmosphere, organizations can encourage innovation and drive sustained performance.

Maintaining certain routines provides a comforting sense of normalcy during times of change. Identify and preserve key rituals and traditions that the team values, such as weekly meetings, team lunches, or monthly recognition events. These consistent elements act as anchors, offering stability and continuity amidst the restructuring. Additionally, uphold regular communication schedules, such as newsletters or update emails, to keep employees informed and connected. By balancing new changes with familiar practices, you create a reassuring environment that helps employees navigate the transition with greater ease.

Maintaining routine during periods of change is vital for employee morale. While balance is key, leaders can further support their teams by encouraging the development of personal routines to manage stress and uphold work-life balance. Additionally, establishing new rituals or traditions can symbolize the organization's transformation and foster a sense of shared future and unity. These practices help employees navigate the transition more smoothly and reinforce the collective journey towards the organization's evolving vision.

Maintain Routine: Keep as many routines and traditions as possible. Stability in daily activities can provide comfort and a sense of normalcy during uncertain times.

Encouraging flexibility involves promoting a culture that embraces change as an opportunity rather than a threat. Train managers to lead by example, showing openness to new ideas and adaptability in their approaches. Encourage teams to experiment with new ways of working, like agile methodologies, and be willing to iterate on processes. Recognize that not every initiative will succeed, and normalize the concept of learning from failures. This approach cultivates a growth mindset, where employees feel safe to innovate and take calculated risks, knowing that the organization supports their professional development.

In a constantly changing world, agility and flexibility are critical. Creating an environment where everyone feels confident to contribute ideas and thoughts can create an atmosphere of creativity and innovation.

Flexibility is key to go through the stages of forming, storming, norming and performing. As the team develops maturity and ability, relationships establish, and leadership style changes to more collaborative or shared leadership.

Though cliche, Change is the only constant is an undeniable truth. Looking at one's life even 5 years back - one can see at least 2-3 big changes. Most of the changes were voluntary, hence feels like it was empowering. However, having an open mind to what made you adapt to past changes, can work in this time as well. It is important to understand that 100% of things don't change. You have same firm, may be familiar colleagues/boss, same tools, 40-50% of same work. Look what's not changing. In your pre-restructure work, you never loved 100% of the things you were doing. what you loved? We design our own JD many a time, give time and design what you love to do. What one thing you want to learn in new job that would be with you forever?

Encourage Flexibility: Promote a flexible work environment to accommodate personal and professional needs. Flexibility can reduce stress and increase job satisfaction.

1) Make everyone completely clear and transparent of what management is thinking and its objectives so that they all understand the need of restructuring 2) Take suggestions from peers and colleagues even juniors to make them contribute to the cause 3) Give priority to people who have been in the organisation from longer period of time as money can buy intelligence but not trust. Let these colleagues/employees take bigger responsibilities as they will do it more seriously than newer ones 4) Financial cuts/Limitations should be translated from top to bottom. People with 40-50 LPAs can digest the shock far more better than people with 10-20 LPAs. Be an example as a leader for team during the process not their cause of sorrow.

Transparency is essential in leadership. Clearly communicate the 'what' and 'why' of any changes to alleviate uncertainty and reduce speculation. Next, actively seek employees' perspectives to gauge their understanding and address any concerns they may have. Maintaining employee trust and motivation is crucial. Encourage them to focus on their roles and performance, rather than external factors beyond their control.

This is a time when leaders can have a massive impact. Restructuring is a time of great uncertainty for people and it is important to have a clear plan around, what, when and how to communicate. Fundamentally this means providing clarity, explaining the rationale and the facts, listening with empathy and following through on commitments.

Communications is key. Leaders often forget that while they have discussed a possible change for months, when they tell the broader organization, it's their first time hearing it. So while you have had time to process the change and what it means for you and your team, the team has not had the same runway. To help smooth the transition: 1) Be prepared to answer as many questions as possible.Set up different forums, ie company town halls, smaller team meetings, 1-1 meetings to ensure you are sharing early & often. 2) Build in time and processes to accept feedback. New ideas may come to light that improve the process, be open to hearing & incorporating feedback to build buy-in. 3) Keep communicating. Change is a process not a one-time event.

Talking from a place where I have personal experience of restructures either doing it or being part of it across geographies the one thing that I feel is vital is to: 1 - Treat people with respect, 2 - Be honest about what’s going on and the challenges that may be faced 3 - Work together to better understand the strategic changes which are driving change By doing these three things (I’m sure there are others as well) we engender trust, build on adult to adult conversations and are able to maintain consistency and work through the transformation.