Since our last Navigating Job Loss session, we've heard from managers who want to know how they can better support staff during periods of uncertainty, even as they face similar concerns themselves. Ahead of our next session on September 24, we're sharing practical guidance to help managers support employees who may be experiencing anxiety related to job security, organizational change, or other workplace uncertainties.
Managers can help employees navigate uncertainty by focusing on three key approaches:
- Practicing empathy: acknowledging their worries and responding with care.
- Being transparent: providing clear, honest updates about the situation.
- Communicating proactively: keeping staff informed before uncertainty escalates.
By combining regular communication, emotional support, and practical resources, you can help your team feel valued and supported during challenging times.
Here are concise, actionable steps to help your team:
Communicate openly and consistently
Build trust through honest, ongoing communication. Share what you know without speculating or making promises you can't keep. Acknowledge uncertainty, validate concerns, and provide regular updates, even when there is little new information to share. Communicating frequently and empathetically shows you’re invested in supporting your team.
Listen with empathy
Create opportunities for employees to ask questions, share concerns, and feel heard. Listen without judgment and avoid dismissing worries with clichéd reassurances.
Support employees while recognizing your limits. You don't need to have all the answers or take on the role of a therapist, but you can help connect staff with available resources.
Lead thoughtfully
Your actions and approach help set the tone for your team. Acknowledge what is difficult, respond with care, and provide clarity where you can.
Managers are employees affected by organizational change, too, but should avoid sharing unverified information or engaging in speculation that may increase uncertainty for staff.
Some employees may prefer private check-ins, while others may feel more comfortable discussing concerns in a team setting.
Offer practical support
Help employees identify resources and opportunities that can support their well-being and career development.
- Share information about available supports, such as UW’s Employee & Family Assistance Program (EFAP) for mental health resources and career coaching.
- Encourage participation in training, professional development, or upskilling opportunities to support skill development, career exploration, or professional connections, such as Organizational and Human Development (OHD) courses, UW’s IT professional development (ITPD) courses, staff-led professional communities of practice, or LinkedIn Learning.
- Suggest networking, community-building, or career planning activities that can help employees prepare for future opportunities.
EFAP services
Homewood Health provides:
- Short-term counselling services
- Career coaching
- Health coaching
- Work-life balance and burnout support
- Financial consultations
- E-learning courses
Foster a supportive workplace
Small actions can make a meaningful difference during periods of uncertainty. Recognize contributions, celebrate successes, and look for ways to maintain connection and belonging within your team.
Managers can also help staff by supporting reasonable workloads, encouraging agency within their role and, where possible, involving staff in decisions that affect their work.
Importantly, share feedback with your own leadership about the impact of uncertainty on your staff and continue to advocate for clear communication, resources, and supports that can help employees navigate change.