How to support your team through change and uncertainty

Change has been a constant in the workplace over the last few years.

For people managers and those in HR, it’s felt like you have had to handle crisis after crisis. From a global pandemic, Brexit and war to the cost of living crisis and now a predicted recession – organisations have gone through a lot of change.

As the future for businesses remains to look uncertain, managers need to be prepared to lead their teams through it.

Already, budgets are being frozen, restructures are happening and the possibility of redundancies is causing obvious worry and anxiety amongst workforces.

With so much in the air, planning can feel like an impossible task. After all, who knows where the workplace will be in 6 months – or even in the next month.

However by fostering the right habits, managers and HR professionals can support teams to be resilient and better prepared to handle uncertainty and adapt to change. Even in an unpredictable world, the basics of a strong and productive team remain constant.

Here’s how as a manager or HR professionals can prepare your team to handle uncertainty; both now and in the future.

1. Establish open and frequent communication

One of the biggest challenges of change and uncertainty is the feeling of the ‘unknown’. When people feel left in the dark, their anxiety and worry can be amplified leading them to panic and think of the worst case scenario.

Establishing regular communication and ensuring there is a clear point of contact keeps your team informed surrounding any changes and the reasons behind them. It’s important to be transparent and honest, and address any concerns and questions your team might have.

Even if you don’t know or you won’t know all the details until a certain date, be open with your team and tell them. Even by sharing this uncertainty you bring clarity and help to build trust and understanding – making the transition smoother for everyone.

2. Celebrate successes

Uncertainty raises a lot of negative emotions in people, so make sure to focus on the positives!

Despite the obvious challenges, uncertainty also brings opportunities for growth and development. Focusing on the things that are going right and celebrating successes helps to improve morale and keeps your team motivated and engaged.

By fostering a positive attitude, you can help your team stay confident in the face of uncertainty and remind them of the value they’re providing. It helps you to create an environment that encourages resilience, problem solving and success.

So, even when things seem uncertain, look for the silver linings along the way and celebrate the victories, no matter how small.

3. Allow for flexibility

There has been a growing demand for more flexibility over the last few years, especially as the pandemic proved employees are still productive when allowed to work in a more hybrid structure.

Whether its working from home or a change in working hours, more flexible working options allows employees to not only manage their work-life balance, but it also provides them with the support they need during times of uncertainty.

For example, over the past few months there has been industrial action across a number of industries, with transport and teacher strikes impacting many employees. As working parents plan childcare or travel arrangements for upcoming strikes and other workers struggle to make their commute, allowing flexibility gives them one less thing to worry about.

4. Signpost relevant resources or training

During times of uncertainty and change, make sure your team are aware of all the support and resources available to them.

Providing access to training and development issues can help team members learn new skills or gain knowledge that improves their confidence and reduces anxiety surrounding their work.

Also, online courses or policies that focus on stress management, employee wellbeing and mental health can help employees navigate worrisome situations and equip them with skills to build resilience and prepare them for any future uncertainty.

Your employees may not be aware of all the resources available to them so it’s important you’re regularly communicating, promoting and signposting people to relevant information. Make sure to mention it in team meetings or add it into the company newsletter – either way, let your team know what’s available to help them handle the challenges of uncertainty.

5. Lead by example

As a manager or HR professional, your team often look up to you to set the tone and lead by example.

During periods of uncertainty, you need to practice what you preach otherwise you’re going to add even more confusion around how your team should act.

By showing your team that you are in control and can navigate through the challenges, employees confidence in you and the organisation grows. When you model behaviours and attitudes you want your team to adapt, they know exactly what’s expected of them. This creates a supportive environment that builds trust, inspires confidence, and helps your team navigate through challenging times.

If your team is feeling unsettled, you need to be leading from the front and demonstrating resilience to counteract the uncertainty with certainty.

Become an Evolved Manager

In the Evolved Manager Free Resource hub there’s a range of resources to help you develop your skills and support your team so they can reach their potential and perform to their best.

Sign up to the Evolved Manager Free Resources Hub here.

You can also join The Evolved Manager Community here – my free group for People Managers and HR to connect, share their values, experiences and support each other’s development.

If you would like to know more about how I can help support your team through uncertainty, drop me an email on hr@pennyjoneshr.com.