Leading Through Chaos: When the World Feels Unstable, Your Leadership Matters
Mel Mosier, SPHRi, SHRM-SCP
HR/HSE Manager | President of PBSHRM | SHRM-SCP Certified | People Manager Qualified | Host of "Unplug with Mel" Podcast | Author of "ShiFt Happens”| Owner of Memo Management Consulting
The world is unpredictable, and so is the workplace. With layoffs, economic shifts, global conflicts, and social unrest dominating the headlines, employees are bringing their anxieties to work—whether they mean to or not. As a leader, your job isn’t to have all the answers, but to be the steady force that helps people navigate uncertainty.
Your Leadership is the Calm in the Storm
Employees aren’t just looking for a paycheck—they’re worried that paycheck might be replaced with a pink slip. So they need reassurance. It’s not just okay—it’s necessary—to meet with your employees and give them a clear picture of what’s happening within the company. Let them know what’s ahead. If a company-wide meeting isn’t possible, take time to check in privately. Be honest if changes are coming in a department. Transparency isn’t about sugarcoating; it’s about respect.
?? What you say (and don’t say) matters – If your team is anxious about layoffs or market shifts, address it head-on. A simple “Here’s what we know, and here’s what we don’t” is better than letting the rumor mill run wild.
?? Acknowledge emotions, but don’t feed panic – It’s okay to say, “I know this is tough, and I feel it too.” But follow that with, “Here’s how we can stay focused and move forward together.”
?? Lead with clarity, not perfection – You don’t need all the answers. You need a plan, a presence, and the ability to adapt.
Psychological Safety: The Game-Changer for Retention
People don’t leave companies—they leave toxic uncertainty. If employees don’t feel safe, they disengage. And disengagement leads to turnover. Psychological safety isn’t about coddling; it’s about creating a culture where people feel heard, valued, and secure enough to do their best work.
?? How to Build Stability Amid Chaos:
? Be Consistently Present – A once-a-quarter all-hands meeting won’t cut it. Show up. Communicate regularly. Be visible.
? Encourage Open Dialogue – Employees need a space to voice concerns without fear of backlash. Make it safe for them to ask hard questions.
? Set Clear Expectations – Chaos outside the office doesn’t mean expectations should be unclear inside. Define priorities, provide direction, and remove unnecessary stressors.
? Support, Don’t Just Instruct – People need leadership, not micromanagement. Check in on mental load, not just workloads.
The Fine Line: Optimism vs. False Hope
Toxic positivity is just as damaging as fear-mongering. Employees don’t need a pep talk that ignores reality; they need leaders who can balance optimism with honesty.
?? Bad approach: “Everything’s fine, just stay positive!” ?? Better approach: “We’re facing challenges, but here’s how we can work through them together.”
Your Leadership Legacy is Built in Hard Times
Anyone can lead when things are easy. Real leaders step up when things are uncertain. Your team will remember how you made them feel during tough times—did they feel supported, heard, and valued? Or left in the dark?
“In times of uncertainty, people crave direction. Be the leader who guides with integrity, clarity, and purpose.” Mel Mosier
Further Learning: Books, Podcasts, and Resources
?? Books to Read:
?? Podcasts to Listen To:
?? Final Thought: Shift happens. Be the leader who helps others navigate it.
~ Mel
Great share, Mel!