The strongest transitions I occur when leadership is fully engaged and communicates directly with the whole organization. This is not a time for trickle-down, filter-up communication and engagement. All team members need to understand the goal and potential of change. All must feel they can safely communicate concerns, options, and feel empowered to be part of the change rather than affected by the change.

Pay them a (more than) living wage. Stop playing the "nonprofit versus for profit salary" game. Ensure that you have enough staff to do the work in a normal work week. Get them more/better benefits. Be their advocate with the board, funders, and donors. Be transparent about the processes and decisions that need to be made and who is making them. Communicate often.

Don't hide anything..Be honest. Give options for possible career,education changes, advances . Have daily meetings on what is going on.

Be transparent. Tell your team what is going on and the plans in place to manage the transition and reassuring them that things will be okay. Ask staff members their feelings and worries and ideas on keeping the business moving forward.

To maintain high staff morale during major changes, prioritize open communication. Clearly explain the reasons for the changes, their impact, and expected outcomes to ensure transparency. Encourage feedback and address concerns empathetically to foster trust. Recognize staff contributions and celebrate small wins to maintain positivity. Offer support through training or resources to help them adapt to new roles or systems. Create opportunities for team bonding to strengthen collaboration. Most importantly, lead with empathy, acknowledge the emotional impact of change, and provide regular updates to reassure staff of their value in the organization’s future.

To keep staff morale high during major changes in your nonprofit, focus on the following: 1. Provide Assurance: Clearly communicate the purpose of the changes and how they benefit the organization. Address concerns with transparency. 2. Offer Training: Equip staff with the necessary skills to adapt to new responsibilities, boosting confidence. 3. Show Appreciation: Regularly recognize and celebrate staff efforts, offering personal thanks or public recognition. 4. Encourage Open Communication: Create a space for feedback, fostering a sense of involvement and ownership during the transition. This will keep staff engaged and motivated.

It's pretty common in change management to face the rollercoaster of change sooner or later. While high in the beginning, people's energy drops with time - a major change can be lengthy and tiring. It's really important for the leadership to understand that at every moment of the change, different people in the organization are in different places on the rollercoaster - some are hopeful and committed, others are nostalgic and feel lost, and are yet to be re-energized. To keep the morale high, people need to feel listened to and acknowledged. The WHY should be constantly reiterated, and the gain from the change should be communicated regularly and openly.

Transparency builds trust. Even when you’re still figuring things out, being upfront with your team fosters respect and collaboration. During the pandemic, we faced significant changes in our programs and operations. I made it a priority to be honest with the team from the start. Together, we navigated the uncertainty, brainstormed solutions, and adapted to the challenges. That openness not only strengthened our teamwork but also earned their appreciation.