1. Have structured agenda and outcome based meetings with team members, 2. Include the team members in decision making and explain reason and perspective if they are not part of decision making 3. Try to understand their views, insecurities and concerns 4. Provide them roadmap for their career and set expectations how they can contribute their own career growth aligning with new structural changes 5. Be fair and transparent in your conduct

During restructuring, making team members feel valued and heard is crucial to maintaining morale and trust. I focus on creating open communication channels, inviting honest dialogue where individuals can share their concerns, questions, and ideas. I hold inclusive sessions that encourage active participation and make it clear that their perspectives are essential. Acknowledging each person’s role and contribution is key—I highlight their impact on past achievements and clarify their importance in the team's evolving direction. By showing empathy and ensuring transparent updates, I help each team member feel respected, engaged, and integral to the team’s success, even amidst change.

* **Open Communication:** Be transparent about the restructuring process and its impact. * **Involve Your Team:** Seek their input and feedback on the changes. * **Provide Support:** Offer resources and assistance to help them navigate the transition. * **Acknowledge Their Contributions:** Express gratitude for their hard work and dedication. * **Individual Check-ins:** Have one-on-one conversations to address their concerns and provide support. Remember, open communication, empathy, and support are key to maintaining a positive team culture during restructuring.

Well said Carlo. Having been thru at least 4 of these, you are right Communicating Early in the process is huge or else your high producers will leave as they fear not having a place in the future