How do you keep employees motivated during times of change

We use a model called CAPE — Communicate, Be Authentic, Problem Solve, Engage the Team. In practical terms, we provide consistent communication about the what, why and how of the change before, during and after. We share the Change Curve with our team (we use a combination of the Bridges Transition Model and the Emotional Cycle of Change), acknowledge how people may be feeling and have open discussions about how to work through challenges to realize the possibilities change creates. When problems arise, we work together to problem solve, rather than expecting leaders to provide answers. Throughout, we engage the team by measuring progress, celebrating wins and showing appreciation for their efforts.

The key is to explain the opportunities this change will create and how it fits into their growth plan.

Keeping team members engaged begins in advance as part of the planning and implementation process. If you’re doing it “during a change,” you’re already behind the eight ball.

Lean into things like, “How can we frame these changes as opportunities for employees to learn, grow, develop and improve their careers?” Change is easiest to embrace when the new normal seems worth working for, especially on a personal level.