Your team members are feeling marginalized during change. How can you show them the support they need?

Change is often unpleasant, painful, and unexpected. As leaders, we frequently face uncomfortable situations. However, within this complexity, there is always something positive. Admitting discomfort is the first step toward growth and progress. In a constantly evolving industry, I encourage my team to express their concerns. I promise to actively listen and provide support. #wegotthis #youarenotalone #leadersthriving

To support your team during change, start by actively listening to their concerns. Encourage open dialogue and show empathy to understand the root causes of their feelings of marginalization. Implement structured feedback mechanisms like regular check-ins and anonymous surveys to continuously address their issues. Communicate transparently about the reasons behind changes and involve team members in decision-making to build trust and reduce uncertainty. Recognize and celebrate small wins to boost morale and foster a positive atmosphere. This approach reinforces their sense of belonging and value within the organization.

Listening is key in such situations. Listen to what's being said and even more to what's not being said. It's important that you pick additional cues during these conversations. Picking cues, such as body language, is easier in a face-to-face situation. It's a lot more challenging in a virtual set-up - You need to be more attentive. For example, a team member who is not expressing, is actually telling you a lot. Ensure that you give them time, space and comfort, so they feel comfortable voicing their thoughts. The moment you do all that and listen attentively to understand their perspective, you'll take care of their problem of feeling marginalized. Also, it'll help you figure out gaps that need to be plugged so situation gets better.

To support team members feeling marginalized during change, start by listening actively to their concerns, showing empathy, and understanding their perspectives. Communicate clearly about the reasons for change, its benefits, and how it impacts them. Empower individuals by involving them in decision-making processes, providing growth opportunities, and addressing their specific needs. Recognize and celebrate their contributions to foster a sense of value and belonging. Foster inclusion by encouraging collaboration, and diversity, and creating a supportive environment where everyone feels respected and valued.

Asking what help they need, or think they need is a great question. Then truly listen to the response. DOn't just go through the motions of listening, but really be present. Help them really see you care and are here to help.

To support your team during change, actively listen to their concerns and communicate clearly. Encourage open dialogue and show empathy to understand the root causes of their feelings of marginalization. Implement structured feedback mechanisms like regular check-ins and anonymous surveys to continuously address their issues. Maintain transparency by keeping your team informed about changes, the reasons behind them, and how they will be affected. Regular updates and an open-door policy for questions can alleviate anxiety and make your team feel more involved. Recognize and celebrate small wins to boost morale and foster a positive atmosphere. This approach reinforces their sense of belonging and value within the organization.

I don't think there is such a thing as *too much* communication, especially when it involves change. If you can be transparent with what you are sharing, then by all means be transparent. But if you can't, you should be transparent about that, too. Remember, too, that communication is a two-way street so be sure to have plenty of avenues (no pun intended) for team members to share their reactions and feedback.

Comunicar es hacer efectiva una idea,para ello es necesario ser claros con los mensajes,conocer a nuestros miembros del equipo y capacitarlos para que sean mensajeros del mensaje.Creo en edificar una cultura un slogan que nos identifique de acuerdo al desafío que enfrentamos.Es muy importante que nos vean en el campo con ellos cuando afrontamos cambios ya habrá tiempo para ser Directores Técnicos pero hay momentos para esto,cuando estamos en modo Cambio hay que estar en el campo,con mucho seguimiento y haciendo con el Equipo.

Communicate Clearly Augment clarity with context to help team members see the "big picture." Explain not only what is changing and why, but also the strategic alignment with organizational goals. This broader perspective can transform anxiety into acceptance and motivate personal investment in the changes. Along with this, open multiple communication channel where people can reach out to you. Remember, Empathy generates Empathy, if you will acknowledge and address their concerns, they will also understand your limitations and need for change

Let them know that continual improvement to the work environment, technology, equipment, processes, or their own skills and abilities should be expected. This should happen at orientation, during training, and as part of regular conversation between management and employees.

To support team members feeling marginalized during change, focus on empowerment. Provide opportunities for them to lead projects, contribute to decision-making, and be actively involved in change initiatives. Recognize their unique skills and value their input to enhance their sense of ownership and engagement. Additionally, nurture their holistic well-being and spiritual intelligence to help them see their role in the broader narrative. This deeper sense of purpose transforms marginalization into a shared journey of growth and unity. Combining these strategies fosters an inclusive environment where all team members feel valued and supported.

Imagina que cada persona tiene un cartel en la frente que dice : " hazme sentir importante" Mary Kay Ash Si somos capaces de tenerlo presente seguro vamos a crecer y aumentar el autoestima de nuestro equipo. Todo el mundo responde positivamente cuando somos escuchados,tenidos en cuenta y esto genera una dinámica muy positiva para el Equipo.

Empowering team members isn't just about giving them tasks. It's about recognizing their unique essence and fostering a connection to something greater than themselves. By nurturing a sense of "Holistic" well-being and Spiritual Intelligence, we help individuals see their role in the broader narrative. This deeper sense of purpose can transform feelings of marginalization into a shared journey of growth and unity.

Empowering an individual involves providing them with the necessary resources and opportunities to succeed. Encouraging autonomy by allowing them to make decisions fosters a sense of ownership and responsibility. Offering constructive feedback and recognition helps build confidence and highlights their strengths. Providing access to professional development and learning opportunities enables continuous growth. Creating a supportive environment where they feel valued and heard enhances their motivation and commitment.

Change can create feelings of uncertainty about what’s coming next. Wherever possible, provide as much certainty as you can. For example, if there has been a series of terminations among your peers, you may want to assure your employees by saying “I want you all to know that I’m not going anywhere. I believe in this team and I’m here for you,” if that is true.

Recognizing contributions during change is crucial for making team members feel valued. Acknowledge individual and team achievements publicly and regularly. Celebrate milestones, no matter how small, and link them to the overall success of the change initiative. This reinforces the message that every team member's contribution is essential to the organization's progress. Recognition goes beyond simple acknowledgment; it’s about genuinely appreciating and celebrating the unique strengths each team member brings. By linking achievements to collective goals, we foster unity and shared purpose, transforming challenges into growth and innovation.

Celebrating small or big wins is nice but they may sometimes feel superficial. To support team members feeling marginalized during change, create an inclusive environment where everyone’s voice is heard. Hold regular feedback sessions to listen to their concerns and ideas. Empower them by involving them in decision-making processes, ensuring they have a say in the change. Provide opportunities for professional development to show you’re invested in their growth. Pair them with mentors to foster guidance and support. Encourage peer recognition programs where team members can acknowledge each other's contributions. By actively involving and supporting them, you reinforce their value and ensure they feel integral to the organization’s success.

When our team members feel marginalized during change, recognizing contributions becomes essential. But let's consider a deeper perspective. What if we also recognize their inner strengths and spiritual intelligence? Celebrating external achievements is important. Equally vital is acknowledging their resilience, adaptability, and courage. This can create a "Holistic" environment where they feel valued not just for what they do but for who they are. By nurturing both their Professional and Spiritual Dimensions, we foster a stronger, more resilient team ready to navigate any change together.

This step is often missed in change management. In an effort to "sell" the change, employers will sometimes dismiss or minimize any successes of the past. This may leave long-standing employees feeling unappreciated or demoralized. Recognizing how they were able to accomplish so much under the previous system is more likely to leave them open to engaging in change

Recognizing team contributions effectively requires a nuanced approach that addresses the emotional needs of each member. Start by understanding the preferred form of acknowledgment for each person—whether it’s public praise, private recognition, or tangible rewards. Tailor your approach to meet these preferences, highlighting each individual's unique contributions and affirming their value to the team. Additionally, ensure recognition is consistent and equitable across the board to maintain its impact. This thoughtful, customized strategy not only boosts morale but also nurtures a deeper sense of commitment and motivation throughout your team.

Supporting your team through change involves more than emotional reassurance. Offer resources like training, mentorship, and flexible work arrangements to help team members adapt. Providing the right tools and support systems can alleviate feelings of marginalization by equipping your team with what they need to succeed in the new environment. Support goes beyond just words; it's about action. By giving team members the resources and guidance they need, we ensure they feel empowered. This approach not only mitigates feelings of exclusion but also promotes a culture of continuous growth and adaptability. Let’s commit to offering robust support to navigate change effectively, transforming potential setbacks into opportunities for success.

As a leader, show support by actively listening to their concerns and issues. Schedule regular one-on-one and team meetings to openly discuss the changes and their impacts. Ensure everyone feels heard and valued. Provide clear and transparent communication about the reasons for the change, the expected outcomes, and the steps being taken to achieve them. Offer resources such as training, counseling, or professional development opportunities to help them adapt to the new circumstances. By being accessible, responsive, and supportive, you can help your team feel more secure and engaged, reinforcing their trust and commitment during transitional periods

Supporting your team through change involves more than just emotional reassurance. Clear communication is essential, ensuring everyone understands the reasons for the change and the expected outcomes. Providing adequate resources and training helps team members adapt more effectively. Encouraging feedback and actively addressing concerns can alleviate uncertainty and resistance. Recognising and celebrating small wins during the transition boosts morale and fosters a sense of progress.

When leaders understand the fears or concerns expressed by employees and take steps to address them or make resources available, employees are much more likely to feel heard and part of the change process. If possible, jointly look for solutions with the employees who will be affected. Do not pretend the challenges do not exist or try to minimize them.

To support your team during change, clearly communicate the necessity and impact of the changes, detailing how they align with broader organizational goals. Equip team members with actionable steps for adaptation and emphasize the support mechanisms in place. Implement regular check-ins focused on personal well-being and professional progress. Offer transition assistance, including career coaching and job search resources, to those who choose to leave or cannot be accommodated, enhancing your employer brand. Recognize that adjustment periods vary; provide tailored support such as additional training or flexible work arrangements. Encourage reflection and personal strategy development, fostering a resilient and supportive team culture.

Team members often feel marginalized during change because they haven't had the opportunity to participate in the process. Commitment comes from allowing people to share openly, engage in candid discussions, and provide dissenting feedback. Don't expect buy-in if you haven't given people a voice. As leaders, create opportunities for your team to get involved in the change process, focusing on your locus of control. While they might not influence the big change, identify smaller areas where they can have a voice and share openly. This approach fosters inclusion and builds commitment.

TIFF TIP: How can you support your team when they feel marginalized? Help them to feel seen, heard, and included. SEEN: Share your observations about what they are doing well and what could be improved as a first step toward empowering them to make a change. HEARD: Acknowledge the messages you receive and ask for time to respond if needed. Silence isn't always golden. INCLUDED: Share context and insights about the situation and what is slated to happen and solicit ideas or solutions when you can. Summarize what you hear and provide updates. This increases buy-in and helps with embracing the changes to come. If you feel you must 'fake' any part of this, it's time to rethink.

Fostering Inclusion starts with : Creating safe spaces: Create environments where individuals feel comfortable sharing their thoughts and experiences without fear of judgment or retaliation. Active Listening: Practice active listening to understand and validate different viewpoints. This involves giving full attention, acknowledging emotions, and providing thoughtful responses.

To foster inclusivity, actively engage each team member in diversity initiatives by assigning them roles such as inclusivity ambassadors or group facilitators. This approach not only empowers individuals but also gives them a vested interest in shaping a supportive workplace culture. Enhance this strategy by implementing regular, structured feedback mechanisms that allow team members to contribute their insights on inclusivity practices. Additionally, focus on educational programs that address respect and understanding of differences, emphasizing skills like respectful communication and recognizing unconscious biases. These actions collectively nurture a respectful environment where every individual feels valued and included.

Seek them out and ask them how they feel about what is being proposed/actioned… really listen! Ask them for their ideas, not just their concerns. People feel marginalised when they feel disenfranchised, and the when the change feels reactive, and delivered top down. Try to communicate the challenges and the potential solutions before they are implemented… harvest thoughts and ideas in order to make people feel empowered and so that they feel like stakeholders.

Change is usually uncomfortable. And in such cases people feel anxious and small events can trigger emotions. Helping the team understand that change is uncomfortable, but necessary. And, showing them the future vision helps a lot. Especially when you show them that they'll play a critical role in achieving that future. Simultaneously, acknowledging that things need improvement is the first step in making your team feel they're heard and understood. Following it up with actions that show your intent to address their issues, sends a signal that your concern is genuine and you are trying to change the situation. Together, these will help you make your team feel heard and included, thereby ensuring that they don't feel marginalized.