Change is constant in the business sector, but it’s not always a welcome or easy process internally. With impending organizational changes sometimes ranging from small fixes to complete overhauls, employees are often left unsure about how coming changes will directly affect them.
Rather than implementing changes right away, taking the time to address concerns and answer questions can be a great way to gain employee buy-in. Below, 20 Forbes Business Council members share additional steps leaders can take to ease employees’ nervousness about upcoming company changes. Read on to learn more about how these strategies effectively ease employee fears.
1. Establish A Culture That Embraces Change
Managers should establish a clear company culture where change is embraced as an opportunity for growth. Reinforcing the idea that “the only constant is change” helps employees see transitions as exciting rather than threatening. Regular communication about upcoming changes, their purpose and the growth opportunities they bring fosters a positive mindset and reduces uncertainty. – Shubham Nigam, Questera AI
2. Take An Empathetic, Human-Centric Approach
Leading with empathy and connecting with employees on a human level is essential during a company transition. By understanding the root of employees’ concerns, leaders can address their fears and guide them toward aligning with the company’s vision. Make sure to emphasize how the changes will benefit both employees and the organization. – Michael A. Scarpati, RetireUS
3. Predict And Address The Most Pressing Questions First
In times of change, you can safely presume employees are thinking about the “why,” “how,” “who” and “what-ifs.” Map your communications in a quadrant to address the most pressing questions from the onset. When you have updates to share, return to the quadrant to affirm that the messages are inclusive of all four areas. Holistic messaging increases the likelihood the change will be received positively. – Marie Unger, Emergenetics International
4. Communicate Transparently
Be open and honest about what’s happening and why. Give people time to prepare because last-minute announcements add stress. Remember that everyone is a person, not just a role, so treat them with care. This builds trust and shows respect. People feel valued and calm when they are kept in the loop. Informed teams also adapt better to change, benefiting everyone. – Albert Brotherton, FastLeads
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5. Be Empathetic
The practice I recommend is empathy. Our people “feel,” and the emotions will be both individual and varied. When change happens, the first focus of concern is the self. Employees will want to know how this impacts them, whether their job is safe and what will be asked of them and their team. Our role is to be transparent, ensure support and be present. Leaders should say, “I know these changes will feel scary, so let’s talk.” – Bill Dickinson, C3 Leadership
6. Foster An Open Dialogue
Employees should be advised not only in the best interest of the company but in their own interest as well. Fostering an open dialogue will give employees confidence that the changes taking place will be good. Employee happiness is just as important as the happiness of the guests. – Ramesh Arora, SIGNATURE HOSPITALLITY GROUP
7. Focus On Understanding Their Perspectives
Understanding their perspective is key to supporting your employees. While in-person communication is ideal, a video call works well for remote teams. Avoid relying on chat, text or email for meaningful discussions. Whether it’s in a one-on-one meeting or in a group, transparency and timely communication are crucial to easing fears and building trust. – Angelo Chavez, Kumon North America
8. Hold Q&A Sessions
To ease employee fears during change, hold a transparent Q&A session to address concerns and clarify uncertainties. Open communication builds trust and shows you value their input. When employees feel informed and included, it reduces fear of the unknown and boosts morale, which are key to navigating transitions smoothly. – Michael Lanctot, YoungNRetired
9. Share The ‘Why’
Communicate openly about the “why” behind the change and involve employees in discussions. Provide as much detail as possible, including the expected impact on their roles and the timeline for implementation. Make an effort to listen and address the specific worries employees might have. This can help make the change feel more manageable and less intimidating, as participating will help employees feel less anxious. – Adam Povlitz, Anago Cleaning Systems
10. Communicate How Changes Will Personally Impact Them
The first question employees will ask is how does this affect them. Be clear on how changes do or don’t affect them personally. Oftentimes, a lack of information creates doubt and uncertainty—and that uncertainty spreads. We have dealt with this very issue through multiple acquisitions and have learned it’s always good to try to maintain stability where possible. – Rob Sanchez, Anteriad
11. Involve Employees In The Process
The best leaders involve employees in the change process. Seek their input or assign roles when implementing specific changes. This is especially effective during mergers and acquisitions. Increasing autonomy reduces stress by giving employees a sense of control. This not only counteracts their perceived helplessness and anxiety but boosts ownership and alignment with changes, creating a much smoother transition. – Nuala Walsh, MindEquity
12. Provide Context, Clarity And Commitment
Articulate why changes are happening, their alignment with the company’s mission and what challenges they address. Employees embrace change when they know its purpose. Clear communication about timelines, expectations and impact helps employees feel prepared. Commit to supporting employees during transitions with training and ongoing communication. – Roli Saxena, NextRoll
13. Share A Clear Roadmap And Reassurance
Because change is unsettling for many employees, a clear roadmap and reassurance can help ease the mind. Outline how the transition will affect them personally—whether it’s new expectations, training or restructuring. Regular check-ins and open Q&A sessions can also help. When people feel valued and prepared, they’re more likely to get onboard. – Scott Paddock, Wondr Health
14. Over-Communicate
Over-communicate rather than overshare. Don’t feel pressured to share information that is private to the company or to key decision makers. Instead, communicate appropriately, fairly and with purpose. Then, keep repeating your message in key forums and across channels because messages need to be heard, digested and reinforced consistently. – Cerys Goodall, Vetster
15. Directly Ask How You Can Support Their Growth
When employees feel uneasy about changes, leaders can ask one powerful question: “How can I support your growth and development as a company leader?” This approach invites open dialogue, shows genuine care and fosters trust. It not only addresses fears but also uncovers valuable insights, strengthening relationships and encouraging a deeper connection within the team. – Egor Karpovich, Travel Code Inc.
16. Provide Resources And Training
If the change involves new systems, tools or workflows, don’t just drop them on employees—offer practical, hands-on training. Knowing how to navigate the change gives employees more confidence and helps reduce the anxiety that comes from feeling unprepared. – Ran Ronen, Equally AI
17. Assign Mentors
Assigning mentors during times of change can make all the difference. Having someone to turn to who listens, guides and reassures can help employees feel supported. It’s not just about answering questions; it’s about showing you care. This personal connection eases their nerves and reminds them they’re not navigating the change alone. – Sabeer Nelliparamban, Tyler Petroleum Inc.
18. Share The Bigger Plan
I often work with entrepreneurs and innovators who are constantly evolving and seeking opportunity. That shifting of tides can feel unsettling for team members without clear communication. We all need to see the big picture or master plan. The key to keep your team settled, focused and confident is clear communication about where things are headed and the importance of their part in it. – Charles Stanton, Transient Consulting
19. Allow Employees To Contribute To Decision Making
Fear comes from a lack of information and the feeling that one lacks control over their situation. Wherever you can, bring your team into the decision-making process to quell uncertainty before it arises. You have access to the high-level data but the “on the ground” people in your business likely have solutions you never would have considered. Take feedback and be transparent as decisions are made. – Kenda Laney, Laney Media
20. Lead From The Trenches With Them
In times of transition, one of the best ways you can lead your team members is by being in the trenches with them. Assure them that they are not alone. Remind your employees that you will be there to answer any questions, address their concerns and help find solutions together. By leading from beside them, you’ll help create a sense of trust with your team members and empower them to succeed. – Kent Ingle, Southeastern University
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