In times of organizational change, transparency is key to maintaining trust. Open communication about the restructuring process can help alleviate fears and rumors. Encouraging team members to voice their concerns and suggesting their input be considered in decision-making can also foster a sense of inclusion and respect. To maintain motivation, it's important to recognize and acknowledge the effort that your team members put into their work. Simple gestures of appreciation or constructive feedback can go a long way in keeping morale high. Moreover, providing opportunities for professional development during this time can empower employees to see the change as a chance for growth and career progression.

Progress moves at the pace of trust. When we look at organizations changing we should be honest on what aspects we control and which we don't. On the aspects you control be clear about it and engage the team. On the aspects you don't control join the team to search for information and meet them where they are at. I would recommend Brene Browns books on this as the stuff you can't control needs to be handled with tailored emotional intelligence that suits your team.

Consistency is one of the greatest factors affecting trust levels. If a leader wants to build trust staying consistent in their communication, empathy and transparency is critical. A leader can't "ghost" her team during a time of uncertainty. This will lead to team members creating their own scenarios which heads right to gossip and uncertainty.

Facing uncertainty due to restructuring is like navigating a maze blindfolded—communication and transparency are your best tools! To build trust and keep motivation high, be honest about the changes and how they impact the team. For example, if roles are shifting, clearly outline how each person’s skills will be utilized in the new structure. Share a roadmap to the end goal and celebrate small wins along the way. Think of it as providing a clear GPS route: it helps everyone feel confident and keeps them engaged, even if the final destination is a bit of a mystery.

LEAN IN to your remaining team members with positivity and transparency! Speak to issues that can cause insecurity before it takes root. Actionable items: - 1:1 meetings with each remaining member to keep them in the loop. Again, lead with positivity. There is no need to share personal information about team members who are exiting. - As the leader, you're responsible for the forecast! Discuss exciting improvements coming to the team and how they will impact each role. - Lead by example, especially in your attitude and "mood" during the changes. They can't see you downcast, frustrated, or perplexed about how to proceed. - Emphasize that business is about GROWING through challenges and coming out on top and this situation is no different!

Sometimes, we cannot share fully with a team because of legalities. Sharing could even risk your position, thus letting your family down when you have no job and cannot pay the bills. The cure? Always, in every team, encourage your teammates to create a personal development plan. If colleagues work on sharpening skills, weighing possible advancement paths, getting certificates or advanced degrees, they ultimately have more options. It makes the team richer in terms of talent and skills. It makes individuals safer from being cut. It allows them to have options inside and outside the company. Then cuts matter less. Confining a teammate to a position on your imagined business gameboard just harms them AND destroys your reputation.

Uncertainty triggers primal anxieties. Transparency is essential, but often insufficient. Acknowledge the emotional impact of restructuring. Validate feelings of fear and vulnerability. Create opportunities for open dialogue, not just announcements. This fosters psychological safety and strengthens resilience during challenging times.