How to Keep a Team Engaged During Organizational Changes

Change is what drives growth, and for many organizations, some degree of change is a constant. Minor changes in procedure or policy are expected over time and most teams adapt reasonably well to this scale of change. However, major change in an organization is another issue altogether.  

Major organizational change tends to be disruptive. This means that team members are going to feel like they’ve been thrown off balance. When change is occurring all around you, it’s easy to lose focus and motivation as you mentally adapt to the changes at hand.

How your team navigates organization change within their departments directly impacts overall performance and success. As a leader within the organization, you have a responsibility to keep every member of your team motivated and engaged through effective change management

How do you accomplish this? Here are a few simple, effective ways to keep your team moving forward through organizational change. 

Talk About the “Why”

five people in office meetingDepartmental change is difficult on everyone involved, but it’s even more challenging when your team doesn’t have a firm grasp on why the changes are occurring. Without an explanation, your team spends energy trying to figure out why the changes are occurring, rather than assisting in their smooth implementation. 


Communication is key here. Talk about the changes and why they’re happening both before and during the process. Make yourself accessible for team members to approach and ask questions to. Team members that feel they’re a part of the process have an easier time staying focused, engaged and motivated through change. 


Explain How Departmental Organizational Changes Will Affect Them and Their Job Responsibilities

Keeping in line with the importance of communicating with your team, it’s crucial to let your team know how the changes are going to affect their day to day life on the job or project – both now and into the future. Talking about this will give your team members an opportunity to identify and report pain points, which then provides you with the opportunity to develop solutions together. 

Trust Your Team

If you’ve laid the groundwork with communication, you should be able to trust your team to make decisions and act in a way that facilitates a smooth transition within their department. If you attempt to micromanage through organizational change, you risk demoralizing your team and making their talent and skill sets appear undervalued. 

You hired these talented individuals for a reason. By giving them an appropriate level of power and control through departmental change, you’re also providing them the incentive to stay motivated and on top of the change process. 

Work With a Change Management Consultant 

Sometimes, even leaders need a helping hand, and that’s what the Coraggio Group is here for. We’re a team of leadership consultants that can help you effectively manage organizational change and keep your team focused and motivated. Contact Coraggio Group today. We’re here to help.