Jane is a middle manager who finds herself at a pivotal point in her company's future. Her company has been exploring new initiatives that would entirely pivot from their current business focus. Although there is immense excitement between management about this potential new direction, Jane recognizes that navigating the balance of honoring the legacy business that her current team is a part of while also embracing the future innovation is a precarious task. 

With her team's focus on the legacy business, Jane must continue to keep her team engaged, excited, and informed about the potential shift without discouraging her team and slowing progress. The following strategies can be implemented to ensure high morale, sustain engagement, and effective communication during this transition. 

Communicating Effectively 

Navigating proper communication methods during these transformative periods is an incredibly difficult task. With a gap of knowledge between management and team members regarding the shifting landscape, determining what information to share and when can prove challenging. Work closely with upper level management to determine when information will be available to non-management staff. Once information can be shared, have an open conversation with the team to ensure transparency. Detail what the new initiative is and why the company believes this is the most advantageous avenue to pursue going forward. Emphasize that there are still unknowns in the evolving environment and that they will be informed as the situation continues to develop. 

Communicating effectively may also manifest through facilitation of feedback. Establish channels for team members to provide feedback regarding the transition. This can be achieved through allowing one on one conversations, anonymous surveys, or even team wide discussion. Implementing methods for team members to voice their questions and concerns will make them feel validated and heard during these uncertain times. Feedback is also an essential mechanism for company wide improvement. Gaining additional insights from current staff will steer the company to be more united as it moves towards this new direction. 

Ensuring High Morale 

Amidst the uncertain environment, it is imperative to ensure enthusiasm within the legacy team. As a middle manager, recognizing and appreciating team members can make a large impact on maintaining morale. Whether the achievement is big or small, celebrating the successes of team members can help the team gain a sense of importance and confidence. Take note of these accomplishments as it may be reassuring for team members to have a record of their achievements. 

Maintaining a high morale may also be achieved through allowing increased autonomy. A sense of responsibility and pride can arise from team members gaining more flexibility in the decision making process. Delegating some authority will increase innovative thinking and foster a culture of trust. Additionally, this can set team members up for success by allowing them to gain additional skills. These leadership skills can be applicable in the event that the scope of team members work shifts after the company further embraces the new direction. Increased responsibility for team members will produce further team buy in as they are truly more involved in the team. 

Sustaining Engagement 

While shifting towards the future, it’s important to recognize the significance of the legacy teams and their expertise. Managers should emphasize the impact the legacy teams have had on the organizations success. The company would not have reached its current level of success without the hard-work and dedication of each team member. Acknowledge the teams contributions to generate a sense of pride and reaffirm their role in the organization’s achievements. Continuing to recognize the importance of the legacy team will sustain engagement as it will support the notion that the team is truly making a lasting impact on the organization. 

Providing additional learning opportunities also sustains engagement. With this transitional period, team members may be concerned about the future of their role in the company. Adding methods for team members to improve upon current skills or develop new skills, can ensure preparedness for the evolving needs of the company. Although the current team function may remain after the pivot to this new direction, it is imperative to set team members up for success for potential new opportunities. Training workshops, online course, or mentorship programs can assist team members in developing new skills and adapt to the changing environment environment. Exploring cross-functional opportunities with the new business function may be a positive collaboration. This introduction to the team involved with the new business idea may allow for innovation and increased learning opportunities that will benefit both groups. 

Navigating the transition from legacy systems to future business ideas presents various challenges and opportunities for middle management. Through utilizing transparent communication practices, sustaining team morale, and fostering high engagement, managers can successfully lead their team through this transition. Although there are still many uncertainties for her to face, Jane has all the skills and leadership capabilities to ensure her team is productive and supported as her company takes on a new journey.