Fostering Belonging and Engagement During Organisational Transformation
Organisational transformation—whether it’s driven by growth, mergers, or strategic shifts—can be unsettling for employees. It disrupts routines, alters existing alignments, raises questions, and often creates uncertainty. To navigate these transitions successfully, leaders must foster a sense of belonging to the organisation and engagement towards its mission. Here are five essential tips to guide your organisation through change, with actionable tips and real-world examples.
1. Communicate the "Why" Clearly and Consistently
Change is easier to embrace when people understand its purpose. Employees need to know why the transformation is happening, what it means for them, and how they can contribute. Clear communication fosters trust and reduces resistance by addressing uncertainties head-on.
How to Put It Into Action:
Share the vision behind the change in simple, relatable terms.
Use multiple channels—town halls, team meetings, breakfast events, emails—to ensure everyone hears the same message consistently.
Encourage two-way communication by inviting questions and feedback.
Example: When Microsoft shifted its culture under Satya Nadella, he emphasized empathy and a growth mindset as core values. Through open communication and consistent messaging, employees understood how their roles aligned with the company’s new direction.
2. Co-Create the Transformation with Employees
Involving employees in shaping the change fosters ownership and engagement. Transformation should never feel like something being done to employees but rather something built with them. Co-creation answers the critical question: “What does this change mean for me? How can I contribute to our organisation’s mission and vision?”
How to Put It Into Action:
Host workshops or brainstorming sessions where employees can contribute ideas or reflect on how their team can contribute to the overarching vision.
Create cross-functional teams to work on specific aspects of the transformation, test ideas or prototypes and share their learnings.
Actively listen to employee concerns and incorporate their feedback into decisions.
Example: During its rapid growth, Spotify implemented its “Squad Model,” empowering teams to make decisions autonomously. This approach drove innovation and ensured employees felt integral to the company’s success.
3. Foster Psychological Safety
Psychological safety is essential for navigating change. Employees need to feel safe expressing concerns, asking questions, or proposing ideas without fear of judgment or retaliation. When people feel safe being their authentic selves, they’re more likely to engage fully with the transformation process.
How to Put It Into Action:
Train leaders to actively listen and respond with empathy.
Normalize vulnerability by encouraging leaders to share their own challenges during the transformation process.
Create forums where employees can openly discuss their fears or uncertainties about the changes ahead.
Example: Google’s Project Aristotle revealed that psychological safety was the most important factor in high-performing teams. By fostering open dialogue and valuing diverse perspectives, Google created an environment where innovation thrived—even during times of change.
4. Provide Training and Reflection Opportunities
Transformation often requires new skills or mindsets. Providing training ensures employees feel equipped to adapt, while reflection opportunities help them process what the change means for their roles and teams.
How to Put It Into Action:
Offer tailored training programs adressing both technical skills and emotional readiness for change.
Schedule regular team discussions where employees can reflect on what’s working and what needs adjustment.
Pair employees with mentors or coaches who can guide them through transitions.
Example: IBM’s reskilling initiatives during its AI-driven transformation included both technical training workshops and mentoring programs that supported employees emotionally as they adapted to new roles.
5. Celebrate Milestones and Recognize Contributions
Recognition is a powerful motivator during times of uncertainty. Celebrating progress—no matter how small—reinforces a sense of accomplishment and keeps morale high throughout long-term transformations.
How to Put It Into Action:
Publicly acknowledge individual and team contributions in meetings or newsletters.
Celebrate milestones with events or rewards that bring employees together.
Highlight stories of employees who have successfully adapted or contributed meaningfully to the change.
Example: Salesforce regularly celebrates milestones during major transformations like acquisitions by spotlighting employee achievements through company-wide announcements and recognition programs.
Conclusion: Leading Change Through Connection
Transformation isn’t just about implementing new strategies—it’s about supporting people through uncertainty while inspiring them to embrace a shared vision for the future. It is about making change an opportunity for self and collective fullfilment. By communicating transparently, co-creating solutions, fostering psychological safety, offering training opportunities, and celebrating progress, organisations can turn moments of disruption into opportunities for growth. As leaders, your role is not only to guide but also to connect—to help your teams see that they belong in this new chapter and that their contributions matter every step of the way.
