How would you address a team member's resistance to change during a company restructure?

Human beings in nature do not adapt well initially to change. The key is to identify the three main blockers that is making them resist the new policies. As someone who has previously been on their shoes, there are always three main objections that the person might have. Identifying it could be tricky. A method that works for me is to take the person out for a dinner, ease them in and remove their resistance from opening up, chances are, their blockers can be easily resolved

From my viewpoint, resistance to change often stems from uncertainty rather than outright opposition. People want to feel secure in their roles, and a company restructure can shake that foundation. The key to navigating this is trust - understanding concerns, communicating transparently, and providing support. When employees feel heard and included in the process, they become more open to change. Change should not be forced; it should be guided with clarity and reassurance, ensuring that every team member sees their value in the bigger picture.

Addressing a team member’s resistance to change during a company restructure involves guiding them through the five key stages: Awareness, Desire, Knowledge, Ability, and Reinforcement (ADKAR): 1. Awareness – Clearly communicate why the restructure is happening and address concerns upfront. 2. Desire – Connect the change to personal benefits, listen actively, and involve them in the process. 3. Knowledge – Provide training, resources, and clear guidance on new roles and expectations. 4. Ability – Offer hands-on support, mentoring, and opportunities to practice in a low-risk setting. 5. Reinforcement – Recognize efforts, check in regularly, and foster a culture of continuous feedback.

Begin your conversation by giving your full attention to the team member's statements and withholding all criticism. Allow employees to voice their emotions as well as ask questions about restructuring plans. Describe the ways in which changes create benefits for both the team members and their colleagues. Provide individualized assistance by discussing issues directly while delivering training or serving as a mentor. Talk about a previous case where team members succeeded after accepting changes. Before this reorganization open dialogue guided a reluctant staff member into their new position while they grew successful. By engaging with concerns beforehand organizations develop trust while making transitions less challenging.

Effective communication is essential in managing resistance during a company restructure. Providing clear, transparent information about the process and its impact helps build trust and alleviate uncertainty. Regular updates and open forums for discussion ensure that team members feel heard and informed, ultimately fostering a smoother transition.

During a company restructuring process, addressing resistance to change starts with clear communication. It is key to ensure that team members fully understand the restructuring's goals and impact on their roles. Transparency fosters trust and reduces uncertainty, while regular updates provide an opportunity for employees to voice concerns and ask questions. By maintaining open channels for feedback, we create a more informed and engaged team. This approach helps ease the transition and builds the foundation for continued growth and world-class performance.

During a company restructuring, it is essential to offer support to team members navigating change. Recognizing that adaptation takes time, providing the necessary training, resources, and mentoring can ease the transition. By empathizing with their concerns and offering consistent encouragement, leaders can help team members feel more confident in their new roles. This approach fosters resilience and minimizes resistance, ensuring the team remains aligned with the company’s vision for growth and performance.

Make sure you have a plan and that it is communicated well. Showing teams the Roadmap (high level and low level detail) of the journey ahead can provide a lot of reassurance to colleagues and effectively manaking stakeholders. Showing the timelines and key activities of the Change is crucial in receiving buy-in from stakeholders. Crucially, the plan should highlight any actions that individuals may have to execute so that teams can plan and prepare for the upcoming change and ensure there is time allocated to any required actions. Plan...communicate...act!

Supporting team members through change is crucial in easing resistance. Providing training, resources, and mentorship helps them adapt to new roles and processes with confidence. Recognizing their concerns and demonstrating empathy fosters a positive transition, making them more likely to embrace the restructure.

Empowering team members during a company restructuring is a powerful way to reduce resistance and foster a sense of ownership. By involving them in decisions that impact their roles, we create an environment of collaboration and trust. They are more likely to support the changes and contribute innovative ideas when individuals feel their voices are genuinely heard. This approach accelerates the acceptance of change and enhances the team’s commitment to achieving high performance and contributing to the business’s long-term success.

Restructuring can often be a difficult transition for many. While it can often trigger anxiety among the team or am also represent a unique learning opportunity. Keep your team focused and continue highlight their strengths as you navigate through change. Remain optimistic by maintaining an open dialogue, being transparent, and addressing issues head on. While you will face things beyond your control, help your team remain open to new ideas, take on new roles, and cultivate new skill sets.

Encouraging team participation in the restructure fosters a sense of ownership and reduces resistance. By actively seeking their input on decisions that impact their roles, you not only enhance engagement but also open the door to innovative solutions that can improve the transition process.

Reinforcing the positives during a company restructuring is essential for reducing resistance and shifting perspectives. You can help team members view the change as a stepping stone for personal and professional development by emphasizing the opportunities for growth, improved processes, and new roles. It’s crucial to inspire confidence in the team by framing the restructuring as a path toward success and collaboration rather than disruption. This approach not only cultivates a positive environment but also aligns with our goal of achieving world-class performance and sustainable business growth.

Understanding the real concerns, being prepared for the challenging questions, keeping the team’s psychological safety and the most important thing is the leaders shouldn’t retaliate acting with anger and punishment.

Addressing resistance during a company restructuring requires empathy, transparency, and strategic leadership. We create a shared sense of purpose by aligning the transition with financial goals and emphasizing each team member’s role in achieving world-class performance. Encouraging open dialogue, listening to concerns, and celebrating progress help maintain morale. With consistent guidance and patience, we can inspire teams to embrace change, fostering a collaborative environment where resilience drives success.

In my experience, measuring success of an implementation is just as important as doing it. Taking periodic surveys to check the pulse of the team after a restructure can provide valuable insights. A few perspectives can be gleaned from "checking your work". 1. Did things go as expected? E.g. was there a massive loss of talent or market value? 2. Did the change go well? Learning what went well can help with implementation of the next change. 3. What is the appetite for change? Research shows that cultire can take 18 months- a minimum- to change. Understanding how well teams tolerated the last change and how to navigate future changes more efficiently could be a game changer for all involved.