Working with others
Reset team priorities out loud
A simple exercise to tell your team what changed, what's now out, and why
When priorities change, send your team one message that says what's in, what's out, and why.
- 10 minutes
- You and your team
- Whenever priorities change
- Quick
Why this can work
When priorities change, people usually hear about the new thing and are left to guess what happens to the old one. One clear message that names what's out, and why, lets them stop without guilt and put their effort where it counts now.
Read moreHow to communicate a change in priorities to your team
You’ll come away with one message your team can point to that says what changed and why.
- Write down what's in and what's out.
List what now matters most and, just as important, what stops, pauses or slows down. If nothing is out, look again; new priorities usually push something aside.
- Put the why in a sentence or two.
What changed, and what it means for the team. If the reason came from above, say so plainly. People accept a decision they don't love far more easily than one they don't understand.
- Talk to anyone whose work was cut before you send it.
Someone whose main project stops shouldn't find out in a group message. A few minutes one to one, first.
- Send it in one message.
Everything in one place, so people have a single thing to point to when someone asks why a request isn't getting done.
To: your teamOur priorities have changed, and I want to be clear about what that means for us.
What changed: what happened and why, in a sentence or two.
What's in: the new top priorities.
What's out, or on hold: the work that stops or pauses. Thank you for the work that went into these. It wasn't wasted, and I'll tell you if any of it comes back.
Not sure whether something on your plate is still a priority? Ask me. Better to check than to guess.
Swap the highlighted parts for your thing. Works on Slack, in email, or said out loud. - Check in a week later.
Ask what's still unclear and whether anything from the old list has crept back. It usually has, a little.
Good times to repeat it: whenever priorities changeafter a reorg or a new direction from leadershipat the start of each quarter
Making it work for you
Every workplace is different. Here’s what to think about before you start, and what might get in the way.
Things to think about
If the new direction is still being worked out, say that too. A partial answer on time beats a complete one a month late.
What might make this harder
Share the reason you were given, not your frustration. You can say you pushed on something if you did; just don't make the team carry your disagreement.
Questions people ask
How do I communicate a change in priorities to my team?
In one message: what changed and why, what the new priorities are, and what stops or pauses. Give anyone whose project stopped a private word first.
How do I tell my team a project is cancelled?
Tell the people most affected first, privately. Then explain the reason to the whole team, thank them for the work, and say plainly that it's stopping.
Why does my team keep working on old priorities?
Often because no one said explicitly that the old work had stopped. Naming what's out, not only what's in, gives people permission to let it go.
Why this works, and where it comes from
Priorities change constantly, and managers usually announce the new ones. What often goes unsaid is what happens to everything else. Without a clear out list, people tend to stack the new priority on top of the old ones rather than swap it in. The conscientious ones keep going on the old work in the evenings, because nobody told them to stop and dropping it feels irresponsible. The result is a team that looks busier and gets less done.
Saying why matters as much as saying what. A change with no reason reads as arbitrary, and people fill the gap with the worst available story: the project was failing, or someone fell out of favor. Most priority changes reflect what the company needs right now, not a judgment on the people doing the work. Saying so, with the actual reason where you can, lets people stop without taking it personally.
A clear reset is also a form of respect. It treats them as people who can handle the real reason and adjust their own work, rather than people who need steering one task at a time. And it gives them something concrete to point to when another team asks where their request went.
If the change affects people's jobs, such as a restructuring or a role that's disappearing, one message to the team is the wrong place to start. That needs individual conversations first, and probably guidance from HR or your own manager. The ordinary, frequent shifts are where one clear message does the most good, because those are the ones that otherwise never get announced at all.
Other simple things to consider
What to do next
More in Working with others
A few minutes that compound
Do it with Truest and it goes on your permanent record, in a Career Vault your employer doesn’t own.
See how Truest worksAlready a member? Log in- A reminder beforePut it on your calendar and Truest reminds you before it starts.
- It comes back if it slipsA missed one comes back around instead of disappearing.
- On your recordWhen it's done, it goes on your record with your priorities and progress.
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An exercise written by Truest, based on our experience. Last updated September 25, 2026. We sell a career membership; where that’s relevant above, we say so.