Votre équipe est confrontée à l’incertitude en raison des changements organisationnels. Comment allez-vous remonter leur moral ?

Create a safe space where team members can express their concerns, ask questions, and share their thoughts. Regularly update them on developments, be honest about challenges, and actively listen to their feedback. This approach will help you build their trust and shows your commitment to supporting them through the transition.

Talking openly builds trust. Create a safe place where your team feels okay sharing their worries and ideas. Encourage them to talk about their feelings, especially during changes, and listen carefully. This shows you care about what they think and helps stop any wrong information. By keeping communication open, your team will feel safer and more connected, which is very important for keeping everyone happy.

How do you cultivate an environment of openness and trust? While there have been many books written about this, the best way to figure it out within your organisation is to start with the basics. Talk to people, ask them about how they are doing. Share with people, your vulnerabilities. In any organisational change, people are definitely going to be worried about where they fit. It's important to utilise the trust that that you have worked out all this while.

As a leader, it is important that you set division for the organisation. What does this mean, and practical terms? It means that you describe the situation as it is and what are the issues that the organisation has been dealing with. then, you describe the future as you envision it. How will it be better for the organisation? How will it benefit all the employees? How will it better? Serve your customers and your stakeholders? Then it's time to describe to people how you're going to get there. In this step, you may not share all the specifics, but it's important to give people the broad strokes. This will help people understand your vision and it's important.

É necessário articular um futuro atraente que sua equipe possa apoiar Primeiramente, promova uma comunicação transparente explicando como as mudanças contribuirão para essa visão e detalhando o papel de cada membro da equipe. Envolver os colaboradores no processo e permitir que participem e deem sugestões aumenta o engajamento e reduz a resistência, é importante oferecer treinamentos e suporte durante a transição também. Quando sua equipe entende o "porquê" por trás da mudança e como ela se alinha com os objetivos mais amplos, é mais provável que adote a transição e permaneça motivada, depois é só monitorar e ajustar continuamente as estratégias, com base no feedback dos colaboradores

How do you motivate people to take action? Well, it's important to figure out what idea motivators. For most people, you can bank on the usual stuff. It could be more money, it could be job security, it could be the lure of a promotion... unfortunately during an organisational change, not everyone can be promised this. Therefore it's important to customise the motivators based on the person circumstances. For those remaining with the organisation, it is important to spread them into action. Empowering them to be part of this journey would definitely help.

I just completed leading my 7th organizational transformation project. Here's what works: Have an open door policy where anyone can ask any question, without judgement. Be transparent with everyone, tell them you will let them know if anything is changing that might impact them. Encourage anyone impacted to reach out for support. To some, this may be taking a mental health day and to others it may just be a zoom call where they vent their concerns. I treat those calls like a therapy session, nothing said in that room ever leaves it. Build your team up where you can. Recognize everyone for their hard work. Go grab lunch as a team. And do what you can to create a supportive environment. If someone is going to be impacted, be kind.

During an organisational change, it is a very dangerous time. This is the time where companies are most vulnerable to falling apart. That is why it is important to keep everyone united. How can we do this? Well, we can do this by providing everyone an united vision. Getting people together and talking to each other would also help. Now, it is not possible to do this in person every time. Especially as most teams work virtually around the world. Therefore it's important to have a mix of in person and virtual get together that will help create camaraderie among the team. Take the temperature of the team from time to time to gauge whether they need a boost of motivation.

It's important to say "good job" and show appreciation to your team. Whether you say it in front of others, write a thank-you note, or give a small reward, recognizing their hard work can make them feel really happy. It shows them how much they matter to the team and makes everyone feel

Reward and recognition is one of the most important things a leader can do for their team. This is especially true during tough times. And organisational change is one of the toughest times that anyone would have to go through. How would you do this without breaking the bank? Well, it would be important to ensure people that they're on the right track with small gestures, for instance, thank you, email, that is copied through the whole team, or a little present for a job well done. These are important as they are all in aid to boost morale which is key during a time of disruptive change.