Comment gérez-vous les problèmes de moral des employés résultant de l’incertitude pendant le changement organisationnel ?

Agree, during organizational change, prioritize open communication and transparency helps in fostering positive environment.

Navigating Employee Morale During Organizational Change: - Prioritize transparent communication and provide regular updates. - Offer opportunities for employee feedback and address concerns promptly. - Show empathy by acknowledging and supporting employees' uncertainties. - Provide mentorship and workshops focusing on resilience and adaptability. - Demonstrate commitment to employee well-being to maintain morale and productivity.

Establish and strengthen a real, human connection with your employees - ideally, long before the organizational shifts. With that strong connection as your guiding light, model the behavior you want to see by being transparent about your own sense of uncertainty and how the organizational changes have impacted your own morale. Then, ask them how they are feeling about the changes - and most importantly, actively listen to their responses. Bonus Tip 1: If in-person, talk to them face-to-face. Take them out for a coffee. Be a real person with them. If remote, have a video chat with them. Be transparent. Share your own feelings. Actively listen. Bonus Tip 2: Avoid text-based questions about their morale (email, chat, etc.).

In my experience with local government, there will always be change, especially with elected officials. Their views, styles, and personalities will all be different, so it is important to recognize that there will be challenges, and to help people to navigate that process.

I agree. Open dialogue is very powerful to create understanding during rapid changes in the organization. The first question employees often ask is “how will this change affect me?”. So, the Management of communication should address this in an appropriate way.

Its important employees understand the "why" as much as possible during uncertainty. Nothing can be more frustrating than someone feeling like their team is doing everything right, but still experiencing turmoil. Teams need to feel like there is a plan, something on the horizon for them to head towards. Reiterating these plans/goals over and over removes uncertainty and confusion which can paralyze even the most productive person.

True. It will provide employees with a sense of purpose and direction, making them feel valued and part of the change. It will also motivate them to be the change agents in the organization.

This doesn’t happen all the time, in my country I don’t really see company providing counseling to help employees to adjust with the change. This is a great idea! Thank you.

Organize a year end or beginning of year event to energize employees, recognize efforts, set up the organization for success in the upcoming year. Ensure to provide an interactive platform that enables employees to provide their views and solutions on issues unresolved and concerning resulting from the change process. Conduct an awards gala and provide a space to share best practices and opportunities for shifting path and for growth. Integrate fun activities and networking opportunities where employees can directly engage with leadership so they have a way to share what they truly feel. Stay close to the pulse of the organization through survey when designing such events.

One of the things I appreciate is when the elected officials engage with the employees, and become mentors to them. In my opinion that helps to alleviate some of the "scariness" of change.

Couldn’t agree more. Studies have shown how recognition or reward improves employee engagement resulting improvement in performance.

Steady leadership is crucial during times of uncertainty to maintain employee morale. Leaders who communicate openly and remain transparent during organizational changes build trust and confidence. By demonstrating calmness and decisiveness, leaders set a positive tone and ensure employees feel supported and engaged. This approach fosters resilience and unity within the workforce.

Steady leadership is increasingly important, especially when there is a change in the leaders. Leaders need to be open to interaction, accessible, and willing to listen to the employees. Keeping open dialog between leadership and employees is crucial to a balanced work environment.

As a leader focus on the future: talk more about the vision post-change and communicate the same by various ways in order to have a consistent recall Highlight opportunities for growth and development Discuss how changes will benefit employees and in-turn the company.

It's important to understand that employee morale following an organizational shift isn't something that can be managed via one email or one all-company meeting. An internal communications strategy is critical to manage on-going employee concerns. This can be a multi-week strategy where different leaders are communicating across the organization. When employees see alignment in messaging across the entire leadership team, morale can begin to improve.

Keeping up the morale is extremely important and to monitor the same is equally important : Regular surveys Have frequent check-ins with team members Be attentive to signs of disengagement

Communicate openly and honestly about what's happening and why, and keep everyone updated. Listen to employees' concerns and provide support like counseling or extra training. Involve employees in the change process to make them feel valued, show empathy and understanding