When big changes happen, trust is everything. I start by clearly explaining why the change is happening and how it impacts the team. Then, I listen—what’s worrying them? What do they need to feel confident? Whether it’s training, clarity, or support, I make sure they feel heard and involved. Empowering people often shifts them from hesitant to invested, especially when they see how the change helps them succeed. Finally, I lead by example—being present, solving problems, and celebrating wins, so the team knows we’re in it together.

To earn the trust of hesitant employees during strategic changes, prioritize transparency and communication. Clearly explain the reasons for the changes and how they align with the organization's goals. Involve employees in the decision-making process by soliciting their input and addressing their concerns directly. Demonstrating empathy and understanding their perspectives can help build rapport. Provide regular updates on the progress of the changes and share success stories to illustrate the benefits. Additionally, offer support and resources, such as training sessions, to help employees adapt. By being approachable and responsive, you can foster a sense of partnership and collaboration, ultimately earning their trust.

What’s worked for me with hesitant employees is authentic honesty. If in a group scenario then be honest but give some more general examples of what will be good and what might be less appealing as a result of the changes. If one-on-one then being transparent and honest has always worked best. Know your employees and talk about the elephant in the room, the elephant that they care about and tackle it head on. Don’t expect to resolve all their fears or concerns in the first conversation…make sure there is a second and a third opportunity for them to share their feelings with you

Crie espaços para que os funcionários possam expressar suas dúvidas e preocupações. Convide os colaboradores a participarem ativamente do processo de mudança, oferecendo sugestões e ideias.

Earning the trust of all employees during strategic changes requires clear communication, empathy, and consistent leadership. Here are a few of my thoughts: 1. Communicate the “Why” Before the “What”. When they grasp the rationale, they’re more likely to support and engage with the process. 2. Show the team what the future could look like—both with and without the change. This helps them see the outcomes and build alignment. 3. Always be available for your employees and create a safe space to voice concerns without fear of judgment or repercussions. 4. Communicate with clarity your game plan with milestones & timelines to avoid ambiguity & make the change look daunting. 5.Lead by example and demonstrate your confidence in the new direction.

Earning the trust of hesitant employees during strategic changes requires a mix of clear communication, empathy, and actionable follow-through. Here’s how you can approach it: 1. Communicate Transparently 2. Involve Employees in the Process 3. Demonstrate Empathy and Support 4. Show Consistency Through Actions 5. Reinforce a Shared Vision 6. Create a Feedback Loop By focusing on clarity, empathy, and action, you can turn hesitance into buy-in and foster a culture of trust even during challenging transitions.

Acredite no potencial da equipe e transmita essa confiança. Seja coerente em suas ações e decisões, demonstrando que você está comprometido com a mudança.