Während einer größeren Umstrukturierung stoßen Sie auf Widerstand von Teammitgliedern. Wie können Sie das Problem effektiv angehen?

Pessoas resistem à mudanças, especialmente quando identificam algum risco a elas. Por isso, o primeiro passo durante uma grande reestruturação, é dedicar tempo e energia para entender melhor as preocupações do time. Pratique a escuta ativa, realizando reuniões individuais para ouvir as preocupações sem interrupções. Promova reuniões abertas, onde todos possam discutir preocupações e sugestões. Priorize a empatia e a transparência, compartilhando informações sobre a reestruturação e os motivos por trás das mudanças. Essas ações ajudam a compreender melhor as preocupações da equipe e a encontrar soluções colaborativas para a transição.

Listening without judgment is key - it shows you value their input. Remember, change is scary for most folks. By digging into the root causes, you're not just solving problems, your building a stronger team. Keep up the great work in fostering open communication!

Resistance to change results from a lack of clarity. Clarify the restructuring vision and share it with the team. Listen to the feedback and make sure to listen for the underlying issue as to why the resistance is happening.

Facing resistance during a major restructuring? First, acknowledge their concerns — people resist what they don’t understand. Communicate the “why” behind the change clearly and consistently. Involve team members in the process; when they have a voice, they feel valued. Highlight the benefits, both for the team and the individuals, while addressing fears head-on. Provide support through training or resources to ease the transition. Lastly, lead by example — embrace the change yourself. Remember, change is hard, but with the right approach, you can turn resistance into a rallying cry for growth.

Restructuring can be a source of anxiety for employees. To address resistance, be transparent about the reasons for the changes, listen actively to their concerns, and provide opportunities for feedback. Remember, change is inevitable, but how we navigate it determines our success. By fostering open communication and understanding, you'll create a more resilient and adaptable team.

Effective communication is crucial, but the timing of that communication is just as significant. Often, the timing is set to align with an organization's needs rather than a balanced or mutually advantageous approach. Usually, this becomes the underlying reason for issues and opposition. Team members might begin to distrust leadership and feel undervalued. Therefore, proper timing in communicating change and engaging team members is essential to preventing resistance / pushback.

Effective communication is crucial during restructuring. Clearly explain the reasons behind the changes, using simple language to avoid confusion. Keep your team informed with regular updates to ease concerns and prevent rumours. Focus on delivering your message with transparency and consistency to build trust.

Klare und adressatengerechte Kommunikation ist der Schlüssel, damit Mitarbeitende nicht nur über die Umstrukturierung informiert sind, sondern sie auch wirklich verstehen. Dies erfordert Empathie und die Fähigkeit, sich in die Perspektive der Mitarbeitenden hineinzuversetzen. Erklären Sie die Gründe und Vorteile der Veränderungen in einer Sprache, die den jeweiligen Empfängerkreis erreicht, und passen Sie die Botschaften an deren Bedürfnisse und Wissensstand an. Ein effektiver Kommunikationsansatz könnte regelmäßige, interaktive Meetings sein, in denen Mitarbeitende ihre Fragen direkt stellen können und ihre Bedenken Gehör finden. Dadurch wird nicht nur das Verständnis gefördert, sondern auch das Vertrauen gestärkt.

When I managed a restructure that involved moving 30+ people into a new, yet-to-be-formed organisation, I held weekly update meetings on Teams (and recorded the meeting for watching later). There were many times when I had nothing to update - nothing was moving! But I held the meetings anyway, I articulated the vision and status, and encouraged the team to ask questions. This gave me many more opportunities to tell the message - even though I'd said it before! We often think if we've said it once that's enough and everyone believes us and should act as if it is real. However, I've found that the more people hear the same message, the more they trust the message AND you. And of course I always said it in an authentic way from the heart!

Create opportunities for team members to contribute ideas on how to implement changes effectively. By involving the team in decision-making, you empower them and increase their sense of ownership over the process, reducing resistance and enhancing collaboration.

When I was managing a restructure that involved a team of 30+ moving to a new organisation, there was minimal opportunity for the team involvement and this was a challenge. How I managed it was by making sure that the loudest objectors were given loads of opportunities to ask questions and give their opinion and I made sure I showed them how I rallied for them wherever I could in the redesign. Rather than seeing the loud objectors as a time suck or a bother, I leant into it and got them to be as vocal as possible. In the end, when the move didn't happen (because of political reasons completely unrelated to the team), the loudest objectors were the most disappointed ones!

Offer resources such as training or counseling to help team members adapt to the new structure. Providing practical support addresses skill gaps and emotional stress, easing the transition and showing that the organization cares about their well-being.

Of course counseling services should be provided to staff - but it is the ambulance at the bottom of the cliff. Counseling would likely not be needed if the leadership is supportive and training around change is provided to equip the staff to manage their change. Supportive leadership is about helping the employee understand the vision and purpose of the change, how their part is important in the change, and how the change will improve their lot. When an employee is invested in the change because the supportive leadership has involved them in the process, there is less resistance and a smoother transition, than when the leadership foists the change on them from above.

Demonstrate your commitment to the restructuring by actively embracing the changes yourself. Leading by example sets the tone for the team, showing that the new direction is not only necessary but beneficial. Your actions will inspire confidence and reduce resistance among team members.

During a major restructuring, it's crucial to lead by example. Your team looks to you for guidance, so handling uncertainty with confidence is key. Show them that you hear their concerns and are committed to their success. By demonstrating unwavering belief in the new direction and fostering open communication, you can help ease resistance and build trust.