Change and transitions are inevitable. Whether the change is positive or negative, the uncertainty that comes with it can take a real toll on well-being. When people are asked to sit with uncertainty, it can trigger stress, anxiety, and a quiet erosion of engagement and motivation as employees begin to question their stability, role, and standing at work.

In a recent fireside chat, Embracing Change: How We Adapt, Evolve, & Move Through Transitions, hosted by Workplace Options’ Certified Coach and Project Development Coordinator, Rivkah Sherman, leaders explored how people experience change and what organizations can do to navigate periods of uncertainty with greater care and clarity.  

“The feelings that come up with change are normal — and when we see them in our employees and our teams, simply recognizing that this is a normal part of being human makes a meaningful difference,” Shared Sherman. 

Joined by Oliver Brecht, VP and GM of Enterprise Solutions, and Isam Sharqawi, VP of Clinical Service Delivery EMEA, the discussion shared evidence-based strategies to help leaders support their teams and move through workplace transitions as smoothly as possible.

Here are practical ways leaders can better support their teams through change. 

Communicate Clearly, Frequently, and Transparently 

Silence creates more anxiety than bad news. Even when leaders don’t have all the answers, clear communication helps employees feel informed, included, and grounded. When there are gaps in information, people often fill them with worst-case scenarios. Share what you know, acknowledge what you don’t yet know, and avoid vague or overly polished updates. Leaders don’t need to have every answer. In fact, transparency during uncertainty builds more trust than false confidence ever could. 

Create Consistent Check-Ins (Formal and Informal) 

Waiting too long can turn small concerns into larger problems. Leaders should prioritize regular one-on-one conversations, both formal and informal, to understand how employees are truly experiencing change. Casual team touchpoints are just as valuable as structured meetings because they create psychological safety and open the door for more honest, real-time feedback. It’s also important to recognize the difference between resistance and genuine struggle: not all hesitation is opposition, and not all silence is stability. 

Involve People Instead of Informing Them 

People support what they can help shape. Including your team as much as possible helps them feel involved and valued during periods of change. Ask for feedback, invite questions and suggestions, and give people ownership when possible. Let employees be an active part of the process rather than passive recipients of decisions. 

Lead Yourself Before You Lead Others 

Leaders set the tone for how their teams respond to change. Before guiding others, check in with yourself: notice your emotions, manage stress, and practice self-care. Being mindful of your own reactions ensures they don’t unintentionally influence your team. Grounding yourself allows you to respond thoughtfully, model calm behavior, and create a steady environment for others to adapt and thrive. 

Acknowledge the Loss That Comes with Change  

Even positive change can bring a sense of loss. Employees may grieve the loss of familiar routines, team dynamics, or a sense of ease in their day-to-day work while navigating new expectations and learning curves. Because everyone experiences change differently, walking alongside employees through each stage of the transition — rather than only focusing on the end result — is essential to protecting well-being. 

Strengthen the Culture During Transition 

During times of change, a strong workplace culture becomes the foundation that helps teams stay grounded. Leaders set the tone for that culture, and normalizing emotional reactions allows employees to feel seen, heard, and supported.

It is also important to celebrate small wins. Change often brings setbacks and learning curves, so recognizing small progress points makes the process feel more manageable and less overwhelming. When psychological safety and engagement are prioritized, teams are better able to move through transition together. 

Practical Tools for Managing Uncertainty  

You cannot control change, but you can strengthen your response. These tools help teams move from uncertainty and anxiety to being informed, resilient, and supported: 

• Name, Normalize, Navigate: Recognize your feelings, treat them as valid, and choose how to respond 

• Regulate Before You Speculate: Check in with yourself before jumping to conclusions or reacting to assumptions. 

• Anchor the Day in Small Certainties: Routines, predictable tasks, or small wins provide stability amid change. 

• Stay Present: Focus on the here and now rather than worrying about the future. 

• Set Mental Containers: Decide when and where you allow yourself to process uncertainty, instead of letting it take over your whole day. 

Periods of change test both teams and leaders, but they also create moments where thoughtful leadership can turn uncertainty into growth. Leaders can prevent disengagement by recognizing this stress in themselves and their teams, and by leading with transparency, empathy, and clear communication. 

For practical tools, tips, and strategies to support your team through change, explore WPO’s full set of resources and guidance available here.