How can you manage employee anxiety during a period of change?

1 Communicate clearly and frequently

One of the main sources of anxiety during change is uncertainty. Employees may feel confused, insecure, or fearful about the impact of the change on their roles, responsibilities, or future prospects. To reduce this anxiety, you need to communicate clearly and frequently with your team, and provide them with accurate and relevant information. Explain the rationale, goals, and benefits of the change, as well as the expected timeline and milestones. Address any questions or concerns that your team may have, and encourage feedback and input. Keep your team updated on the progress and outcomes of the change, and acknowledge their efforts and achievements.

2 Involve and empower your team

Another way to manage employee anxiety during change is to involve and empower your team in the process. Rather than imposing the change from the top, seek your team's participation and collaboration in planning, implementing, and evaluating the change. Give your team some autonomy and flexibility in how they adapt to the change, and provide them with the necessary resources and support. Recognize and reward your team's contributions and innovations, and celebrate their successes. By involving and empowering your team, you can increase their sense of ownership, commitment, and confidence in the change.

3 Provide emotional and practical support

Change can also affect your team's emotional and practical well-being, especially if it involves significant adjustments, challenges, or losses. As an administrative manager, you need to provide emotional and practical support to your team, and help them cope with the stress and emotions of change. Listen empathetically to your team's feelings and perspectives, and validate their experiences. Express your appreciation and trust in your team, and reassure them of their value and potential. Offer your team some flexibility and understanding in managing their workload and deadlines, and assist them with any difficulties or issues. Refer your team to any available counseling or wellness services, if needed.

4 Model positive and resilient behavior

Your team will also look up to you as a role model for how to handle change. Therefore, you need to demonstrate positive and resilient behavior, and show your team that you are committed and optimistic about the change. Avoid expressing any negative or pessimistic attitudes or opinions about the change, and focus on the opportunities and benefits instead. Maintain a calm and professional demeanor, and avoid overreacting or panicking in the face of challenges or setbacks. Seek feedback and learning from the change, and adapt your strategies and actions accordingly. Share your successes and lessons learned with your team, and inspire them to follow your example.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?