Directly to you but other times their anxiety becomes

directly to you, but other times their anxiety becomes apparent through changes in their behavior or
performance. This is especially the case when change threatens their comfortable and stabile
routines. Take time to observe and listen to the pulse of your organization, and then take steps to
deal with the anxiety that you may detect.
2. Demonstrate your genuine concern
Great bosses realize that they can't achieve their goals if their people aren't performing at their very
best. Employees, especially in times of stress and challenge, look to management for solutions. They
seek guidance when they feel uncertain and isolated from organizational decisions that are out of
their control. As a first step, be an example of transparency and honesty. Open the lines of
communication between management and employees. Talk openly and regularly about what you
know, and encourage input. Show you truly care about your people's welfare by understanding their
concerns and by doing whatever you can to help them. This not only helps you solve any problems
you have direct influence over, but also helps them by allowing them to talk freely about what is
troubling them.
3. Fix what you can
After hearing concerns and gathering input, fix the things that you have control over. Often,
uncertainty results from miscommunication or misunderstandings. If, after listening to your
employees, you discover an easy solution to dispel their angst, take the initiative to fix whatever you
can as quickly as you can. A reassuring word or guidance from management can have a profoundly
positive impact on employees in times of uncertainty. If you find the problems caused by change are

beyond your scope, avoid promising your employees things you cannot deliver or have no business
promising them in the first place.
4. Be positive and look for opportunity
Remain positive. Challenge your employees to take initiative and seek out solutions, new ideas, or
cost savings. Look at standard procedures and policies and rework them, or propose alternatives
with the bottom line in mind. When times are unsettled, it may appear to employees their efforts are
not appreciated by management. By encouraging them to take the initiative you help them to keep
moving forward, focused on what can or might be done, rather than fixating on events over which
they have no control. As a group, come up with creative solutions to the new challenges created by
change.
5. Train and prepare
If you have the opportunity and the resources, make time available to your employees to learn new
skills. Give them an opportunity to prepare for change with more skills or experience. Preparation
and training can help them transition more easily into new roles, or look for work in another areas or
organizations, should it become a necessity.
While your crystal ball may not be able to tell you exactly what is coming around the corner,
reviewing the steps above so that you can implement them quickly can help everyone cope better
with change. A little time spent on this now will save you a lot of time later.