How to Motivate Your Team During Change

You Don't Need to Have all the Answers

Change is part of work. New goals. New systems. New people. It can be hard—even when the change is positive.

As a leader, your team looks to you for direction and support. What you do and say during change matters.

So how do you keep people motivated when everything feels uncertain? Start by showing up. Be real. Be clear. And take small, consistent actions that build trust. Here’s how.

Talk to your team often
Don’t wait until you have all the answers. Say what you know. Say what you don’t know. And explain what you're doing to find out. Your team wants to feel included, not kept in the dark.

Try this:

• Hold short weekly check-ins. Focus on questions like: What’s working? What’s getting in the way?
• Share updates, even if there’s nothing new. “Here’s what we know so far” goes a long way.
• Ask for input. “What would help you the most right now?” shows you care about their experience.

People are more motivated when they understand what’s happening and why it matters.

Recognize effort, not just results
During change, progress can be slow or messy. That’s okay. Your job is to notice and name what’s working. Even small wins deserve attention.

Try this:

• Send a quick message to thank someone for showing patience or flexibility.
• Call out learning. “I noticed you tried something new—how did it go?”
• Celebrate team moments. “We hit the deadline even with shifting roles. That took a lot of teamwork.”

Appreciation builds momentum. It helps people feel seen and valued when things are tough.

Keep expectations clear—and flexible
Change often brings new priorities. That can lead to confusion and stress. Your team needs clarity. What should they focus on now? What can wait?

Try this:

• Revisit goals together. “Given these changes, let’s look at what’s most important this month.”
• Make space to reset. “I know this project shifted directions. What do you need to move forward?”
• Adjust timelines when needed. Not everything has to stay on the original schedule.

Clear priorities help people feel more in control—and more motivated to take action.

Try this:

• Stick to your routines. Keep your one-on-ones. Be on time. Follow through.
• Take a breath before responding. Even a pause can lower tension.
• Be honest about your own experience. “This is new for me too, and I’m learning as we go.”

Your tone shapes the team's energy. Steady leaders help people feel safe to keep going.

Try this:

• Ask open questions. “What’s been on your mind about these changes?”
• Reflect back what you hear. “That makes sense—you’ve been juggling a lot.”
• Show patience. Some people need time to adjust. That’s human.

People stay motivated when they feel understood—not dismissed or rushed

Try this:

• Start meetings with a quick personal check-in. “What’s something that made you smile this week?”
• Pair people for short peer conversations. Let them learn from each other.
• Encourage team wins. “Let’s take a minute to name what we’ve accomplished together this week.”

Connection fuels belonging. Belonging fuels motivation.

You don’t need to have all the answers. You just need to lead with clarity, care, and consistency.

What’s one small action you can take this week to support your team? Start there. Keep going. And know this—you make a difference.