Ihr Team hat Angst vor einer Projektumstrukturierung. Wie können Sie ihre Sorgen lindern und den Erfolg sicherstellen?

Couple of things i have found useful are 1. Be as transparent and candid as possible, explaining the rationale for the change, vision and path forward. 2. Identify short term milestones and celebrate achievement as a team.

To ease the team's anxiety about the project restructuring, I would reassure them that the changes are strategic and necessary for success. I'd emphasize clear communication, offer support and training, encourage open feedback, focus on leveraging strengths, and maintain a positive outlook. The goal is to build trust and ensure the team feels supported throughout the process.

Ensure your HR BP is available if you conduct small team meetings to understand fears or concerns. If 1:1s, share with leaders and HR, as appropriate to help support those team members to feel safe.

You have to be very specific and precise, normally at the later part or end of a project will you look at thinning of Humans Capital and skills. So HR and line management together with project leaders, ensure a smooth transition of people inside the project to external or other sectors. This MUST BE a proactive step from leadership, SO anxiety stress on people or staff is better managed without affecting output or deliverables

You have to be empathetic, appreciating that everyone hears change in different ways. Speaking regularly to your change, asking for views and being open to negative reactions is vital. Treat everyone in your team as an individual, and work with your leaders to see if they can help create an open minded environment amongst the whole team.

Transparency is a key element in assuaging the concerns of employees regarding changes that affect them. Explain the reasons for the restructuring, the goals, and the impact on the team. Transparency also helps reduce uncertainty. Invite discussions and provide honest answers to concerns. Seek feedback on the process and how they think the transition can be smoother. When employees feel they have a say, they’re more likely to embrace the changes. Let them know that their anxieties are valid, and you’re there to support them through the changes. Show how the restructuring will benefit the team in the long run, such as career growth, new responsibilities, or streamlined processes. Framing the changes positively can shift their mindset.

Provide people with as much detail as possible, and - even more importantly - address any rumors that sprout as a result of unfounded speculation. In cases where this is simply a restructuring and not a round of layoffs, reiterate that this is simply a re-organization to quell people's fears about their job security. If layoffs are involved, communicate timelines as much confidentiality allows, but also admit that you may not have all the pertinent information. Above all, don't bury your head in the sand and pretend that everything's business as usual. Avoid slogans like "we'll all get through this," and address everyone's fears with the dignity and individuality they deserve, even if you are unable to reduce the uncertainty.

Outro ponto imporante nessa jornada é a correta identificação de Stakeholder e partes impactadas pela mudança. Dê voz ao Sponsor, pois, as pessosa se sentem bem sabendo que a alta liderança tem uma visão positiva em relação aos benefícios que se esperam da mudança.

🟣 Ser asertivo es la esencia de una comunicación clara y efectiva. En un proceso de cambio hay que ser cuidadosos con el tema de la comunicación porque la naturaleza del ser humano de por sí es resistirse a los cambios, por lo que no tan solo la acción es en lo que debemos enfocarnos. No es tan solo comunicar. Es saber cómo, cuándo y dónde hacerlo. . #amazonadominicana #comunicación

Share vetted information early and often to help people feel secure. Be sure to answer the benefits and answer the 5 Ws and the How. Be available to answer questions and be consistent in messaging. Ensure leaders are well-supported to provide answers.

Fornecer suporte é uma das etapas que garantem a permanencia do engajamento das pessoas impactadas pela mudança. Tenha um repositório com as informações do projeto, promova rodas de conversa e crei um Plano de Comunicação que seja capaz de atingir todos o níveis envolvidos na mudança, em sua linguagem e em períodos que não sejam nem muito longos nem muito curtos (equilíbrio).

Apoyo... Cuando se construye una casa, la tarea principal es poner bien sus cimientos, ya que ésta necesita el apoyo adecuado para mantener su estructura. Pues pasa lo mismo con cualquier tipo de grupo u organización. También necesita apoyo para mantenerse en pie, motivado y enfocado. 🔅Apoyar al personal es proveerles la capacitación adecuada, recompensarlos, supervisarlos adecuada y regularmente, animarlos y asegurarse de que cuentan con las herramientas necesarias que le garantizarán una gestión exitosa. . #amazonadominicana #apoyo

During project restructuring, transparency and support are crucial to building confidence. I have consistently found success by clearly communicating the reasons behind the changes and the positive impact they can have—personally and organizationally. Involve your team in the process often by seeking their input and addressing their concerns. Highlight their strength through unity, patience and respect. Provide consistent updates and celebrate small wins to maintain morale. Show trust in their abilities and offer resources for skill development. Your belief in their potential will inspire them to tackle new challenges with confidence!

It is always beneficial to celebrate successes. An important restructuring can lead many to doubt themseleves as they question if this is linked to their wrongdoing, or not doing enough. Being positive about past and recent successes can help to regain confidence and encourage the teams to build on these successes to contribute to the change ahead.

Confiante é algo que se conquista ao longo de uma jornada de transformação e para isso o Gestor de Mudanças deve ter a consciencia de seu papel como Mentor, Bom Comunicador, Mediador de Conflitos e Visão Estratégica em relação ao que se espera da Mudança.

Recognize and celebrate small wins during the transition. Acknowledging progress can keep the team motivated and reinforce that the restructuring is moving in a positive direction.