You're facing low employee morale in a company restructuring. How can you uplift and motivate your team?

1. Transparent Communication 2. Engage and Involve Employees 3. Offer Support and Resources 4. Recognize and Reward Contributions 5. Foster a Positive Work Environment 6. Provide Clear Direction 7. Demonstrate Leadership 8. Enhance Work-Life Balance 9. Focus on Team Development By implementing these strategies, you can help uplift your team, foster a positive work environment, and navigate the restructuring process more effectively.

First look at how you treated the people impacted by the restructuring. Every employee who remains knows of the people received severance and how much. Did you continue their benefits? And did they receive outplacement (job search support)? You can try to re-recruit the remaining employees, and build morale, but what they know is how they'll be treated if another restructuring action is needed. If you treated them well, tell your current employees. Explain the support, and encourage current employees to help others find jobs. Expand the network without putting the company in any legal jeopardy. If the organization didn't provide support, managers will find it very challenging to ask people for trust and patience.

Restructuring can be a difficult pill to swallow - for the ones getting effected and otherwise. Clear cut open comms is what is needed, no false hopes, no half cooked information and quick action once the decisions are made. Its hard but needs to be done. Showing empathy and extending financial support, transparency behind the actions and appreciating everyone for their contribution is a must have. Again, open comms on the path for future is equally important so the ones staying back know where they re heading.

When morale drops during restructuring, the best thing you can do is be real with people. They’re feeling uncertain, so be upfront—let them know what’s happening, why it’s happening, and what it means for them. You don’t need to sugarcoat it, but being open makes a big difference. In my experience, it’s also important to focus on what’s staying the same—whether it’s the company’s values or long-term goals. Celebrate the little wins along the way, and make sure the team feels appreciated for what they’re still contributing. When you give people clarity and a role in the future, it helps them stay motivated, even during tough times

In a world where recognition is as vital as coffee on a Monday morning, it’s surprising that many managers still treat it like a rare vintage wine—best saved for special occasions. But why wait? Simple, low-cost gestures can energize your team and brighten their day. Consider introducing 'PAT' cards to applaud daily achievements, or spice up Fridays with a team gathering to toast to the week's triumphs, both big and small. And when the higher-ups take a moment to spotlight the movers and shakers, especially during times of change, it’s like giving a standing ovation—inspiring everyone to aim for an encore performance. Let’s make recognition a routine, not a rarity!

Here is what i did: Express Empathy: Show empathy for the stress and uncertainty they may be experiencing. Example: "I know this restructuring period has been tough for all of us, and I appreciate your patience and hard work during these times of change."

In times of change, maintaining employee morale is crucial. Recognize and celebrate both individual and team efforts to adapt to new circumstances. Acknowledge their hard work with thank-you notes or shout-outs during meetings, which can make employees feel appreciated and valued. This simple yet powerful act of recognition not only boosts their morale but also fosters a culture of appreciation. By consistently highlighting positive contributions, you can help your team stay motivated and engaged, turning a challenging restructuring period into an opportunity for growth and unity.

Employee morale will rise when they are recognised in a variety of ways. Stress and a sense of job stability will decrease when one's contributions and hard work are recognised. Additionally, it will support the organisation in establishing the involvement and trust necessary to boost productivity throughout the transition. When workers feel appreciated and respected, they are more inclined to stick with the company, which lowers the turnover rate. A supportive transition will undoubtedly give the employee a comfortable place to be while yet allowing them to contribute to the change.

If you’re a leader who naturally, and, organically recognizes team and individual contributions on a regular basis, then, by all means, continue expressing these during this time of profound change. And, kudos to you, for doing so! However, if you’re “economical” with praise, your words of recognition during this time may feel “hollow” or “forced.” Don’t sound rehearsed, as you’ll only make morale worse for your team, as I’ve witnessed over the years.

Here is what i did : Regular Updates: Provide regular updates on the restructuring progress and any new opportunities that arise. Example: "We want to keep you informed about the restructuring process and how it might impact your role. Please feel free to ask any questions you have." In case been retrenched / VSS, employees are entitled support from the respective government body, eg. PERKESO/SOCSO in Malaysia under the EIS - Employment Insurance Scheme.

During restructuring, job security and career progression often become major concerns for employees. To address this, offering comprehensive career support through targeted training and upskilling opportunities is crucial. By equipping employees with the skills needed for new roles and future responsibilities, you enhance their capabilities and show a strong commitment to their long-term professional development. This proactive approach helps retain talent and boosts morale, as employees gain confidence in their future within the organization. When they see that the company is investing in their growth, it reinforces their sense of stability and motivation, making them feel more secure and valued in the restructured environment.

Apoyar el desarrollo y crecimiento de las personas, es un elemento indispensable que debemos trabajar las áreas de atención al personal. Fomentar planes de desarrollo profesional es importante porque: - Aumenta el compromiso, fidelización y atracción de talento. - Pone en relieve el talento que queda oculto por no conocer el potencial de las personas. - Nos va ayudar a saber las competencias o habilidades que tenemos que mejorar. - Vamos a poder afrontar de mejor manera la sucesión de talento senior. La escasez de talento así como la fidelización de las personas internas hace muy necesario el desarrollo de planes de carrera para asegurar el futuro de las organizaciones a través de la mejor experiencia empleado/a.

En primer lugar explicar a los empleados el porque se hace la reestructuración de la compa?ía y los motivos. - Ser humano cuando se comunica un despido. - Promocionar internamente a los empleados que se queden de dentro de la empresa. - Premiar económicamente te aquellos empleados que hagan un esfuerzo mayor vía incremento salarial y con objetivo anual. - Reunirse con los empleados fuera del ambiente de trabajo y generar confianza. - Adaptarse a la necesidades personales de cada empleado. - Transmitir confianza, seguridad y evitar la salidas de talentos a otros actores del mercado. - Explicar a los clientes principales de la empresa el porqué de la restructuración de personal y la viabilidad de la empresa.

Providing career support during a company restructuring can greatly enhance employee morale and motivation. Start by offering personalized career development plans, including access to training programs and mentorship opportunities. Set up regular one-on-one meetings to discuss career goals and provide guidance on skill development. Implement resources like resume workshops and career coaching sessions to help employees navigate their professional growth. By investing in their career progression, you demonstrate a commitment to their future, which can increase their loyalty and engagement, even amidst organizational changes.

While team building and boosting morale are important after a restructure, it is important not to jump into team-building immediately after a big restructure. Allow the dust to settle (at least a little) and give the team time to mourn the loss that any change brings with it. As leaders we often forget that we have had much longer time to cope with the change as we have known what is coming and might even have had an influence on the change, which is typically not the case for our employees. Focus on the other things like clear and open communication and vision-sharing first, only then you should start your team building.

To restore team building, here is what i did: I reaffirm the Common Goals: Shared Vision: Emphasize the common goals and vision that the team is working towards, even amid changes. Team Objectives: Clearly outline how each team member’s role contributes to the overall success of the organization. Example: "Our goal remains to deliver exceptional results. Each of your contributions is vital to achieving this."

In a previous role, after a major organizational change, the team dynamics were disrupted. To rebuild camaraderie, I organized a team-building retreat that included various collaborative activities and challenges. One of the activities required teams to solve problems together, which helped rebuild trust and fostered a renewed sense of unity. The positive impact was evident in improved teamwork and communication back at the office.

Create a positive work environment by encouraging optimism and collaboration. Organize fun and engaging activities to strengthen team bonds. Create examples on how collaboration works well for the individual & the organization.

During company restructuring, employees may not confident with management if the communication is not made clear to them. Regular team building, townhall, internal workshop to share common goals, remind company's vision and mission and core values are very important.

People respond differently to change. Focus and be where team members are and not just on where you would like them to be. Hear their concerns and tease out any benefits that could result from the new reality.

Facing low morale during company restructuring? Prioritize flexibility—offer remote work or flexible hours to ease stress and show you value work-life balance. Open communication builds trust and reduces uncertainty. Celebrate wins and provide growth opportunities to boost morale. Foster a supportive culture through teamwork and feedback channels. Empathy and proactive steps will uplift morale amidst change, promoting resilience and commitment.

Implement flexible work arrangements, such as remote work options or adjustable hours, to help employees balance their personal and professional lives. Offer a phased return-to-work plan if necessary, and allow employees to adjust their schedules as needed. Provide support for mental health and well-being through access to counseling services or wellness programs. By accommodating individual needs and demonstrating empathy, you reduce stress and increase job satisfaction, helping employees stay motivated and committed during the transition.

Since the pandemic, flexible work arrangements have become the norm and will probably remain this way into the future. Work life balance is not a new concept it's just that the pandemic shed a bright light on it.

In a company I worked for, we underwent a significant restructuring that required many employees to adapt to new roles and responsibilities. Recognizing the added stress, I advocated for more flexible working hours and remote work options. One employee, who was struggling to balance new responsibilities with personal commitments, benefited greatly from the flexible arrangement, which improved their productivity and overall job satisfaction.

Here is how i do : I create a Roadmap: Clear Milestones: Outline clear milestones and objectives that align with the vision. Timeline: Provide a timeline to achieve these goals to keep everyone focused and motivated. Example: "We have set key milestones for the next six months, including [specific goals 123], to guide us on our path to realizing our vision."

Discuss with your team members their individual career goals and how the restructuring may impact their professional growth. Provide guidance and support for their development. Where possible, give your team more autonomy and decision-making power. This can help them feel a greater sense of ownership and control during the restructuring. As a manager, model the behavior and attitude you want to see from your team. Remain positive, adaptable, and focused on the long-term vision. Your team will take cues from your own resilience and commitment.