Su equipo está luchando con la confianza después de una reorganización. ¿Cómo vas a reconstruir su confianza?

Initiating the healing process after a reorganization requires a deep understanding of its impact on your team. Schedule individual and group meetings to gauge their true feelings. This isn't a formality – actively listen and show genuine interest in their concerns. By acknowledging eroded trust and valuing their input, you demonstrate a commitment to addressing their worries. This initial step goes beyond information gathering; it's a powerful gesture that shows your team you care about their perspectives and their well-being in the wake of change.

I suggest assessing and reflecting on where or with whom trust was lost and needs to be rebuilt. Trust is a delicate thing, and reestablishing it requires the utmost skill. Simply offering to trust - or even informing people that "it's now OK to trust" - will not work when deep-seated disbelief in the pillars of the organization or key leaders has taken hold. In fact, it may even have the opposite effect.) Knowing the specific sources of mistrust (individuals, teams, structures, policies, or processes) will allow leaders and their teams to circumnavigate them and start building internal or small-scale support structures that can serve as the seeds of the healing process before tackling larger trust issues in the organization.

Company reorganizations can trigger deep-seated responses in our brains, similar to those experienced during grief and loss. These changes disrupt our sense of stability, leading to uncertainty. Leaders can approach the situation with empathy by recognizing the neurological basis of these reactions. Acknowledging the range of emotions people may be experiencing validates their feelings and reduces the stigma associated with expressing vulnerability. Transparent communication about the reorganization's goals and timeline reduces uncertainty and fosters a sense of control. Emphasizing what hasn't changed and highlighting support reinforces a sense of security. Starting here, leaders can create a safe space where employees feel seen and heard.

I understand your team is going through a difficult time after the reorganization, and rebuilding trust is crucial. Here's what I suggest: 1. Communicate openly and frequently. Address their concerns directly and be transparent about the changes. 2. Involve them in the decision-making process. Encourage their feedback and show how it's shaping the new structure. 3. Celebrate small wins together. Recognize their contributions and achievements to boost morale. 4. Lead by example. Demonstrate your own trust and confidence in the team. They'll follow your lead. 5. Provide support and resources. Ensure they have what they need to succeed in the new environment.

Reconstruir a confiança da equipe após uma reorganização é um grande desafio. Em minha experiência, iniciar esse processo com uma avaliação profunda do impacto é muito importante. Uma coisa que aprendi ao longo de minha carreira é que ouvir não é suficiente – ações concretas são necessárias para reconstruir a confiança. Ao compreender as preocupações da equipe, ao longo da minha carreira, pude desenvolver um plano de ação direcionado para abordar essas áreas. Por exemplo, se a transparência sobre decisões futuras foi uma preocupação, implementei sessões regulares de atualização, discuti abertamente os próximos passos e respondi a todas as perguntas. E assim iniciamos um processo de transformação.

Confidence is directly proportional to how we think, feel, and use our talents and experiences. To help people gain confidence ask them questions that allow them to think and understand the situation. That allow them to feel differently or better about the situation. And allow them to apply and use their talents and wisdom to create a better outcome.

Para promover a transparência e reconstruir a confiança, iniciei um diálogo aberto com a equipe, incentivando cada membro a expressar suas preocupações e sentimentos sobre a reorganização. Criei um ambiente seguro para que todos pudessem compartilhar suas experiências e reconheci quaisquer erros cometidos durante o processo, discutindo as lições aprendidas. Essa abordagem transparente não só demonstrou meu compromisso com a honestidade, mas também reforçou a importância da abertura na construção de uma equipe mais forte e coesa.

Do the following to rebuild team confidence and trust after a reorganisation: Communicate and explain the reasons behind the reorganisation, ongoing changes and expectations Clarify roles and responsibilities and ensure everyone understands their place, role, and purpose Establish shared objectives to unite the team and break down goals into achievable milestones Encourage collaboration by creating opportunities for team bonding through cross-functional projects Recognise progress and achievements and use successes to build momentum Demonstrate trust by showing vulnerability and admit your own challenges Remember, rebuilding trust takes time. Focus on creating a positive team environment through your words and actions.

Rebuilding trust after a reorganization requires open communication. Foster dialogue by creating a safe space for team members to voice their concerns and feelings about the changes. Encourage them to share their experiences and how the reorganization impacted their work. Acknowledge any mistakes made and use them as a learning opportunity. This transparency demonstrates your commitment to honesty and openness, which are crucial for rebuilding trust and moving forward together as a team.

After discussions, ensure that actions are taken based on the feedback received. This demonstrates that the open dialogue is not just a formality but a driver for real change.

I've been through several reorganizations and as a leader, it is always a tough place to be. As much as we may want to give our team a sense of stability, the truth is, that we can only control what we can control. When reaffirming roles, I would be clear that these are the roles at this time. In my experience, the first version of the reorg is exactly that, the first version! Help your team lean into their strengths, the value they bring and how they contribute to the shared goals and objectives.

This is tricky for leaders, especially ones that aren't in a decision-making position for these roles. The reality in some industry is that re-organisation can be ongoing, seasonal or can happen a few times in a short timeline. As much as reaffirm roles is great to provide some sort of assurance, it can also backfire on leaders when organisations change decisions or goes through multiple re-organisation in a short period of time. If reaffirming roles is a step to take, it must come with a disclaimer that the roles are as of the time of sharing.

After a reorganization, it's vital to clear the post-change fog. Uncertainty breeds insecurity and mistrust. Take the time to have individual conversations with each team member, clearly outlining their roles and responsibilities in the new structure. Reaffirming their value and purpose within the team provides stability and a renewed sense of direction. By ensuring everyone understands how their individual contributions align with the team's goals, you foster a sense of belonging and rebuild the mutual reliance that's essential for a successful team.

Para proporcionar estabilidade e restaurar a confiança, esclareci as funções e responsabilidades de cada membro da equipe no novo cenário pós-reorganização. A incerteza sobre as posições pode gerar insegurança, então, reafirmei os papéis de todos, destacando como cada um contribui para os objetivos da equipe. Essa clareza não só trouxe um senso de propósito, mas também restabeleceu o sentimento de pertencimento e confiança mútua, essenciais para uma equipe coesa e motivada.

There are some actions to take: - Provide written descriptions of roles and responsibilities. Having a reference helps reinforce clarity and can be referred to whenever needed. - Hold individual meetings with each team member to discuss their roles. You prevent fears and confusion. - Reinforce collective roles. In addition to one-on-one discussions, have team meetings to explain how each role fits into the bigger picture.

After a reorganization, rebuilding team bonds is crucial. Plan team-building activities that emphasize collaboration and communication. This could involve working together on projects or problem-solving tasks. These activities are more than just fun and games; they create opportunities for team members to rediscover their colleagues' strengths and rebuild interpersonal relationships. As they share ideas, work through challenges, and ultimately achieve goals together, their collective confidence and trust in one another will naturally grow. This newfound sense of camaraderie will strengthen the team as a whole.

Para fortalecer os laços da equipe, promovi atividades de formação que enfatizam a colaboração e a comunicação. Criei oportunidades para que os membros trabalhassem juntos em projetos e tarefas de resolução de problemas, o que melhorou as relações interpessoais e permitiu que valorizassem as habilidades uns dos outros. À medida que alcançamos objetivos em conjunto, a confiança coletiva e a confiança mútua aumentaram significativamente, reforçando o espírito de equipe e a coesão.

Las reorganizaciones nos ponen fuera de nuestra zona de confort. Nos llevan a una zona de aprendizaje. En esta zona, muchas cosas son nuevas. El equipo pierde la estabilidad porque los hábitos y procesos cambian. ¿Cómo los ayudas a recuperar la confianza de nuevo? La respuesta sencilla, construyendo vínculos. Fortalece los lazos emocionales para hacerlos sentir que lo pueden manejar a través de colaboración. Facilita que trabajen juntos en proyectos. Ayúdalos a resolver problemas en conjunto. La comunicación es clave en esto. Esto mejora las relaciones interpersonales. A medida que logren objetivos juntos, crecerá la confianza en el trabajo en equipo y la individual. Colectivamente el cambio se hace más fácil.

It's basic but it works: - Lunch, after-work to be together without too much professional context. - Acknowledge and celebrate team achievements, both big and small. Recognizing collective efforts reinforces the value of teamwork. I used to do it once a week. - Integrate team-building into regular work life, once a month.

Estabeleci marcos claros e alcançáveis para a equipe, com metas realistas projetadas para promover um senso de realização. Comemoramos cada conquista, por menor que seja, para aumentar o moral e demonstrar progresso. Reconhecer o trabalho árduo da equipe reforça a ideia de que todos estão avançando juntos, o que é essencial para reconstruir a confiança e fortalecer o espírito de equipe.

Remember, every achievement, no matter the size, deserves recognition and celebration. To further enhance team dynamics, engage in transparent communication and encourage a collaborative environment, where everyone contributes their skills and insights to achieve these milestones. This inclusive approach promotes a sense of ownership, as team members feel valued in their contributions to the organization's success. Rebuilding trust and fostering cohesion among team members requires ongoing attention to the balance between individual growth and shared achievements. Prioritize team development, empower each member, and maintain open communication channels to create a sustainable success framework.

Be prepared to adjust milestones as needed based on feedback and changing circumstances. Flexibility ensures that goals remain relevant and achievable.

Rebuilding trust is a gradual process that demands consistent effort. Maintain momentum by keeping communication open, clarifying roles, and regularly checking in with your team. Your ongoing commitment will demonstrate reliability and foster renewed trust in your leadership.

One of the momentum to maintain is to lead by example. Demonstrate the behaviours and attitudes you expect from the team. If you show inconsistency or show distrust to the organisation, your team will feel it and demonstrate it too. Going through re-organisation can be challenging. As a leader, we are leading the team and they are following because a re-organisation and disoriented the team.