The Playbook for Managing Change, Fear, and Uncertainty at Work

Today, many—if not all—of us are dealing with a lot of uncertainty and fear, especially in the workplace. Between layoffs, restructures, and looming questions around how economic shifts or tariffs may impact jobs and paychecks, the tension is real.

When teams are navigating change—whether due to layoffs, industry shake-ups, or external pressures—it creates a deep need for steady leadership, transparent communication, and emotional intelligence.

Here are eight effective strategies to help organizations manage fear and change with integrity and care:

1.      Overcommunicate the “Why” and What’s Next”

Silence is a vacuum that fear loves to fill.

Leaders need to clearly explain

·         Why certain decisions (like layoffs or changes) are happening

·         What steps are being taken to protect the company and jobs

·         What the immediate and long-term plan is *

*I don’t know is an acceptable answer and may very well be the answer at the time, but transparency is crucial to alleviate fear.

2.      Create Safe Spaces For Questions and Emotions

Set up regular check-ins, listening sessions and anonymous surveys where people can:

·         Ask tough questions

·         Share how they are feeling

·         Know they are not alone

Leadership is not just about having the answers, it is about making room to offer support and hear any emotions going on.

3.      Use Clear and Empathetic Language

Drop the corporate speak and jargon and be real!

 If people are losing sleep about job security, don’t lead with strategic realignment, say something real and genuine like:

We know the recent layoffs have created a lot of fear and anxiety, we feel it too. Our goal right now is just to be open, supportive and answer any questions that we can.

4.      Re-Center the Mission

When everything feels unstable and scary, anchor people in purpose. Remind them:

·         Why the organization exists

·         What you are building toward

·         Who the company is serving/helping

·         The core values that drive what everyone is doing

Anchoring in mission can reignite meaning and morale during tough times.

5.      Support Management with Tools and Talking Points

·         Give permission for them to be open and honest

·         Answer all of their questions and concerns

·         Provide a one-sheet with talking points for them to reference

You want to build their confidence so they can build up their team

6.      Create Visibility into Progress

·         Town Halls

·         Dashboards

·         Short progress recaps or check-in videos from leadership

Visibility = trust, especially when the future feels uncertain.

7.      Reinvest in Culture

Even if budgets are tight, small acts of care matter:

·         Peer Shoutouts

·         Team Lunches

·         Wellness Breaks

People remember how you made them feel—especially during hard times.

8.      If you Must Let People Go- Do It With Dignity

·         Be as generous as you can

·         Offer resume help and references

·         Communicate early and clearly

How you treat people on the way out affects the trust of those who stay.

Appendix A:  Sample Leadership Talking Points

1. Start with Empathy

“We recognize that this is a difficult moment. You may be feeling uncertainty, anxiety, or frustration—and all of those emotions are valid. We want to acknowledge that, and let you know you’re not alone.”

2. Explain the “Why” Clearly

“This decision didn’t come lightly. We’ve been responding to [e.g., shifts in the market, increased operating costs, reduced demand, or changes in regulation], and after evaluating all options, we’ve had to make adjustments to keep the organization stable and sustainable.”

3. Be Transparent About What’s Known and Unknown

“Here’s what we know so far:• We’re making adjustments to our structure / budget / team to align with the realities we’re facing.• We’re working hard to preserve key functions and deliver on our commitments.• We’ll continue to share updates as we learn more.”

“We’re committed to transparency—even if that means saying ‘We don’t have the answer yet.’”

4. Reaffirm the Mission and Purpose

“Our core mission hasn’t changed. We’re still here to [brief restatement of company purpose], and that remains our guiding focus through these changes.”

5. Provide Support Resources

“We know this transition will impact people in different ways. We’re offering [e.g., access to counseling resources, resume support, internal transfer opportunities, or check-ins] to support anyone who needs it.”

6. If Layoffs Are Involved, Speak to Those Impacted with Respect

“To those who are leaving the organization, please know how much we appreciate your contributions. You’ve helped shape who we are today, and you leave a legacy of work that matters. We’ll do everything we can to help you with your next step.”

7. Close with a Path Forward

“While change is hard, it also makes space for growth and clarity. We believe in this team, and we’re confident that—together—we can move forward with resilience, focus, and purpose.”

Appendix B: Communication Plan Overview

Appendix C: Anonymous Survey

Intro Message (Form Description):

We understand that change brings uncertainty. This anonymous form is a place where you can ask any questions or share feedback related to recent organizational changes. All responses are confidential and will be reviewed by leadership regularly. Thank you for your honesty."

Form Fields:

1.      What questions do you have about the recent changes?(Open-ended)

2.      What concerns are top of mind for you right now?(Open-ended)

3.      Is there anything you’d like leadership to address or clarify in upcoming meetings?(Open-ended)

4.      Optional: Suggestions or ideas to help the team through this time?(Open-ended)

Tip: Review responses weekly and address themes in company town halls, emails, or Q&A sessions.

Appendix D: Frequently Asked Questions (Manager Guide)

1. “Why is this happening now?”

Suggested Response:“There are external and internal factors that have required us to adjust—this includes things like market shifts, rising costs, and changes in priorities. Leadership has taken time to evaluate options, and this path, while difficult, puts the organization on a more sustainable track.”

2. “Is my job safe?”

Suggested Response:“We understand this is top of mind for everyone. While we can’t guarantee outcomes in the long term, leadership is committed to transparency. If anything changes that could impact your role, we’ll tell you as soon as we can.”

3. “Why weren’t we told sooner?”

Suggested Response:“These conversations started as soon as leadership had clear data and options on the table. The timing of communication was based on balancing transparency with being able to share facts, not just speculation.”

4. “What support is available to employees affected?”

Suggested Response:“For anyone impacted, the company is offering [resume assistance, job placement support, severance, mental health resources, etc.]. If someone on your team is affected, we’ll walk through support steps with them directly.”

5. “What should I say to my team?”

Suggested Response:Start with empathy, acknowledge their concerns, and remind them you're there to support. Use the leadership talking points and avoid speculation. Be honest about what you know and what you don’t.

6. “How can I support morale?”

Suggested Response:Lean into one-on-ones. Celebrate small wins. Be available. Reinforce the bigger picture and keep a pulse on how your team is doing. Small gestures of care go a long way.