Navigating Uncertainty: How to Support Your Team Through Change

Change Can Be Unsettling

Managing Stress Together at Work. With constant shifts in technology, staffing, and company priorities, it’s no surprise that some team members may feel more on edge than usual. A recent Business Insider report highlighted a growing trend of “office paranoia,” driven by layoffs, AI integration, and cost-cutting. For some employees, even minor interactions—like vague messages, a lack of greetings from leadership- can feel like red flags. If not addressed, this anxiety can chip away at productivity, trust, and team morale.

Create a Foundation of Psychological Safety

Team members dealing with uncertainty often avoid speaking up, fearing negative consequences. You can help by cultivating psychological safety—an environment where people feel safe being honest without fear of judgment. One powerful way to do this is by showing your vulnerability. Share how you manage stress or adapt to change. According to McKinsey, 89% of employees believe psychological safety is critical to workplace health. When leaders are open, it normalizes the conversation around stress and helps employees feel seen and supported.

Ask yourself: What story or experience can I share to help my team feel understood and less alone?

Open the Door for Real Conversations

Silence during stressful periods can fuel fear and misinformation. Make space for regular check-ins or team meetings where employees can openly voice concerns. Be an active listener—validating emotions even when you don’t have all the answers. Encouraging transparency reassures your team that you’re listening and that their voice matters.

Ask yourself: Am I creating consistent opportunities for my team to speak freely and safely?

Reinforce the Bigger Picture

When uncertainty clouds day-to-day work, reminding employees of the company’s mission and their impact can bring clarity and reassurance. Help your team see how their tasks align with broader goals. Even a quick “thank you” tied to a larger outcome can provide meaningful context and a renewed sense of purpose.

Ask yourself: How often do I remind my team of the value they bring to our mission?

Prioritize Personal Well-Being

Performance reviews matter—but so does checking in on how your team is doing personally. Use your one-on-ones to ask about their well-being, family, or recent time off. These small, human moments build trust and can uncover early signs of burnout before they escalate.

Ask yourself: Do my check-ins show that I care about them beyond their output?

Promote Healthy Boundaries

In times of job insecurity, employees might overwork in an attempt to stand out. This behavior often leads to exhaustion and diminished performance. Encourage a balanced workday—emphasize the importance of breaks, logging off on time, and setting boundaries. Better yet, model this behavior yourself.

Ask yourself: Am I leading by example when it comes to maintaining work-life balance?

Celebrate the Wins

Managing Stress Together at Work. When change dominates the conversation, it’s easy to overlook progress. Make it a habit to recognize individual achievements and team milestones, no matter how small. Celebrating wins boosts morale, strengthens relationships, and builds emotional resilience for the road ahead.

Ask yourself: What’s one recent success I can highlight to uplift the team today?