14 Strategies to Keep Employees Motivated During Organizational Change

In times of organizational change, it is essential for businesses to ensure that their employees remain motivated. This can be achieved by using employee feedback and participation to create a sense of inclusion. Implementing employee recommendations shows that the company values its employees and helps reduce fears of irrelevance or dismissal. To further help leaders boost motivation, members of the Forbes Business Council shared their 14 top strategies.

The first step is to evaluate the type of change you are asking people to make. Employees experience change depending on how long it takes and how damaging it is to their current ways of working. This can give you four possible types of change; I refer to them as trips of change and compare them to hiking or mountaineering. You can recognize your travelers in many different ways.

Praise is a powerful tool, so don't underestimate its power. Donald Clifton, co-author of How Full Is Your Bucket, stated that feeling unappreciated is the number one reason employees leave a job. Additionally, a Deloitte study found that organizations with effective employee recognition programs had 31 percent less turnover than those with ineffective programs. This applies not only to hiring the right employees, but also to ensuring that they remain committed to their work throughout their term.

Leaders must have an undeniable sense of purpose, defend it, support it and celebrate it through and with their employees. This set of works provides concepts and practices that you may consider integrating into your efforts to motivate others at work. These candidates are usually supervisors who have credibility in the organization, either as subject matter experts, through internal leadership, or because they have a history of customer satisfaction. If you've been tasked with leading a high-impact project for your organization, you may realize that managing the scope, budget and schedule isn't enough to guarantee the success of the project, especially when you encounter resistance to change.

Organizational change can become a major source of stress for employees, and major changes in leadership can make employees feel insecure and even fearful. Learn more about the complexities of behavioral change in organizations and how to support yourself, your team and the organization to successfully modify what you do and how you do it. Clearly communicating why at the start of the project can help employees feel committed to the change and be part of it. A number of government organizations have seen the value of UAS, especially local government agencies, and are using them.

In the meantime, contact me if you would like to discuss the additional benefits of data governance for your institution. Provide as much concrete information as possible to your employees, taking care not to transmit additional uncertainty or speculate on changes that have not yet been confirmed. However, the concept of “doing nothing to address the divide” can have the same organizational change ramifications as the previous point. Conversely, when people see the value of what they're doing, even when it's not interesting, they can take advantage of sustained motivation, sometimes called autonomous motivation.

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