Start with transparency & Share the vision by answering questions + show empathy. We need to celebrate small wins to keep morale high. As trust is built with consistency so my suggestion be their anchor in the storm, proving that while change is certain so is our support. Together we’ll weather it and thrive!

Stay on top of the anxiety and no leaks of fear monegering or rumors. Easy to say. It happens on every change, daily. Welcome to being Human. For example as we have thorougly shown through behaviors as an individuals and or groups, social interaction is an essential variable of human interaction. Return to Office or a mix with Remote or just one of the two choices, all are changes that are currently being dealt with and as a byproduct anxiety. Balance has been attained through a mixture of both choices and the window to make rational decisions. Trust can be built by not adding fuel to the fire of anxiety and staying steady at the helm by supporting the team through all vagaries of change.

To build trust and ease fears about upcoming changes, communicate openly and frequently, sharing clear information about what to expect. Show empathy by acknowledging their concerns, actively listening, and providing opportunities for questions. Lead with transparency, involve the team in the process where possible, and emphasize the support available to navigate the transition.

Offer one to one communication to better understand anxiety over change. Some aren't so comfortable in a group discussion and may promote fears which multiply, owing to miscommunication or misunderstanding the reason for and impact of the change

To build trust and ease your team's fear of change, you can: Empathize with their concerns: Schedule one-on-one meetings to listen to their perspectives and acknowledge their concerns. Communicate openly: Let your team know that you are there to help and that you are available to speak with them often. Be transparent: Share your own worries and fears to build trust. Encourage collaboration: Emphasize that the change is a collective effort. Create a safe space: Make sure your team feels safe expressing their concerns without fear of judgment. Normalize fear: Share that everyone has their own worries and encourage employees to recognize fear as temporary. Set realistic expectations: Provide necessary training and let them take charge.