You're facing a major organizational change. How can you keep your team focused and motivated?

1. Communicate to your team about the changes 2. Speak positive about the changes and ask them to focus on their work. 3. Involve your team member in the work 4.Seek their suggestion and support. 5. Spend time with your team member.

1. Communication is critical. Don't let the change be a surprise and keep everyone up to date at intervals along the way (if you can establish a social channel for updates even better). 2. Set up avenues for discussion and questions. Teams need to be heard and to express their concern. What you may think is "too vocal", is the person asking the question others who are more reserved are thinking. 3. Be available. Not always easy as change itself can increase the workload, but necessary. 4. Stay calm and embrace the change. Your team is watching you and how you react. Loyalty to companies is shaped by their relationships with their supervisors. 5. Keep routines as consistent as you can. Adding change on top of change is never good.

Communication builds trust. Town halls are an excellent way to invite everyone onto the same page with respect to organizational change. Employees want to know three things: 1) What is the change? 2) What is the plan going forward? 3) How does it impact them. Do what you say you are going to do and be honest.

Transparency but don’t jump the gun and always admit the I don’t know instead of saying something that’s not accurate. People will look to leadership to be real.

Change in Organization is never ending phenomenon. Accepting and keeping technology driven perror R&D is required. Only the key position leaders are informed and asked to communicate to bottom line before launch. Training sessions to cover the road map. Strategy and growth of organization depends on innovation and change management. Every start has an end so change is part of long run Strategy.

I've discovered that involving the team in the change process not only improves the outcome but also strengthens team cohesion and morale. By soliciting their input and actively listening to their suggestions, we fostered a culture of collaboration and innovation where everyone felt valued and respected, ultimately driving greater success and satisfaction in achieving our goals.

Get your team involved and informed at all times. Involvement on every step of the way will create a sense of importance and ownership of the change among team members. Discussing challenges together and brainstorming how to solve them will aid in easy adaptation of the said change.

In my experience, it is crucial to involve team members in the process of change to maintain their motivation and focus. Through open communication, support and recognition of their contributions, we can overcome challenges and achieve success in the new environment. It is important to view changes as opportunities for improvement and growth as well as actively engage in leading those changes to facilitate collective progress.

In navigating organisational changes, transparent communication is the foundation of stability. Each step we take should resonate with the entire team, fostering understanding and unity. By embracing open dialogue, we not only weather the winds of change but also empower every member to contribute to the resilience and success of our collective journey. Together, we build a foundation that withstands challenges and propels us toward shared goal.

Involving our team in the change process can be incredibly beneficial for maintaining motivation and ensuring successful implementation. Encourage our team members to share their thoughts, ideas, and concerns about the proposed changes. Actively listen to their feedback and incorporate their suggestions where feasible. This not only makes them feel valued but also ensures that their perspectives are taken into account.

Working on the reskilling of the team has been a fundamental pillar. We have created new roles that were previously more operational into more consultative roles and in strategy or user experience. This has allowed new talents to emerge amid change. Anticipating the skills of the future has allowed me as a leader to develop career plans (with the 70-20-10 model) that incorporate how they can develop new skills even in the midst of chaos and also has allowed them to ask themselves: In the midst of all this change, what can I get out of it and what can I contribute?

One thing I’ve found helpful is to foster a culture of curiosity and experimentation within the team during times of organizational change. By encouraging team members to explore new ideas and approaches, we created a dynamic learning environment where innovation thrived. This emphasis on continuous learning not only enhanced individual growth but also propelled the team forward, enabling us to adapt swiftly and effectively to the evolving landscape.

Auch hier ist Teamarbeit gefragt. Denn eine Veränderung erfordert meist auch eine hohe Gruppenkohäsion: Auch "Wir-Gefühl" genannt, fördert den Teamgeist. Ein gemeinsames Ziel: Ein gutes Team sollte außerdem gemeinsame Ziele verfolgen, mit dem sich alle Mitglieder wohlfühlen und identifizieren können. Kommunikation: Teamarbeit kann nur mit guter Kommunikation erfolgen. So können Bedürfnisse, Lücken , Defizite aufgedeckt werden. Aber auch Entwicklungen, Vorankommen und Ziele werden sichtbar. Alles zusammen ergibt ein Bild, dass ein Manager nutzen kann, um die Entwicklung voranzutreiben.

Training Man days to be planned covering all levels as per the training calendar. In house training is suggested and competent person should be identified for performance driven team identification. Feedback machinasium for each employee to be closely monitored for innovative ideas given as suggestions.

Prioriza el aprendizaje continuo y la adaptabilidad: El cambio es constante en el entorno laboral actual, por lo que es fundamental fomentar una mentalidad de aprendizaje continuo en tu equipo. Anima a tus empleados a buscar oportunidades de desarrollo profesional de manera proactiva, ya sea a través de cursos en línea, seminarios web, libros o programas de mentoría. Además, destaca la importancia de adaptarse rápidamente a nuevas situaciones y desafíos, y reconoce y celebra los esfuerzos de aprendizaje y adaptación de tu equipo. Al cultivar una cultura de aprendizaje continuo y adaptabilidad, tu equipo estará mejor equipado para enfrentar y superar los desafíos que surjan durante el cambio organizacional.

I've learned that promoting a healthy work-life balance is not only beneficial for employee well-being but also essential for maintaining productivity and morale during times of organizational change. By encouraging flexible work schedules, offering remote work options, and providing access to wellness resources such as Employee Assistance Programs (EAPs), managers can empower their team members to prioritize self-care and effectively manage stress, resulting in a happier, more engaged workforce.

Getting in constant touch with the members of one's team on a one to one basis on their opinions/emotions/stress/fear & resolving them then or there offering an emotional support at professional front would indeed solve most of the tiny/huge problems they have which for us being leads/managers might sometimes not felt it as a problem itself but its a great help for the ground level team as their issues are getting addressed/resolved no matter what change the organization is going through. Ultimately they feel valued and strive for organization's successes to keep it in a good shape.

Emotional agility has a lot to do with being able to correctly name emotions. This is something each person needs to do. Validating the emotions of team members and avoiding giving them advice on how they should feel is what has particularly allowed me to create a culture based on transparency and trust. Fear and frustration are okay. In my team, we work with the circle of influence, name and reframe emotions, and we have also written down limiting beliefs and turned them into powerful beliefs. This has helped us to face big Org changes and continue being top performers.

I encountered resistance from my team members during a major organizational change. However, by consistently demonstrating positive and adaptive behavior myself, such as openly acknowledging challenges and seeking feedback for improvement, I was able to gradually shift their mindset. Eventually, they began to mirror my attitude, embracing the change with enthusiasm and contributing innovative solutions, leading to a successful transition.

Un consejo esencial para mantener a tu equipo enfocado y motivado durante periodos de cambio es fomentar una cultura de comunicación abierta y transparente. Esto significa establecer canales claros de comunicación donde los miembros del equipo puedan expresar sus preocupaciones, hacer preguntas y compartir ideas libremente. Además, asegúrate de proporcionar actualizaciones regulares sobre el progreso del cambio, así como también reconocer y celebrar los logros alcanzados a lo largo del camino. Al mantener abiertas las líneas de comunicación y reconocer el esfuerzo de tu equipo, fortalecerás la confianza y el compromiso, y crearás un ambiente donde todos se sientan valorados y motivados para contribuir al éxito del cambio organizacional.

Communication and transparency are key. Your employees have to feel valued and heard in this difficult process to ensure those who remain feel connected. Change is the only constant. Thinking about workplace culture way before any significant change is coming is the most effective way to manage this.

Change is the only constant. You need to communicate this to your team from time to time. Stepping out of your comfort zone is an essential element of growth. Though motivation plays a huge role in success, sometimes, you need to embrace change even if you feel demotivated. Great things come more from adaptation and discipline than with motivation. However, your team cannot learn this overnight. This has to be instilled in team members' minds right from the beginning.

As a leader, your behavior sets the tone for the rest of the team. Demonstrate a positive attitude towards the change, remain adaptable and resilient in the face of challenges, and show confidence in the team's ability to overcome obstacles and succeed.