As a leader, its important that our teams trust us, knowing that even though change will come, we are working together to fulfill the organisational identity, goals/purpose. As leaders, we need to consistently model the goals, vision, ethics and culture, so that our team members have the clarity of who they are, why they are there and what they need to do. This builds a resilience to the team; ensuring they feel safe to share and provide feedback. Feedback loops should be open and continuous; but also supportive of time - change won't happen overnight but incremental daily steps will ensure the team gets through it smoothly.

When employees feel anxious about change, I prefer to do the following. First, I listen actively to their concerns. I create open channels for honest feedback. Next, I communicate transparently about the reasons for change. I share how it benefits both the organization and them. I also involve employees in the change process. This helps them feel valued and included. Regular check-ins allow me to gauge their comfort levels. Finally, I provide support and resources to ease transitions. By fostering a supportive environment, I help reduce anxiety and build trust during organizational changes.

Demonstre que você está realmente ouvindo e compreendendo as preocupações dos funcionários. Reconheça os sentimentos dos funcionários, mesmo que não possa atender a todas as suas demandas. Mostre-se proativo em buscar soluções para os problemas apresentados.

It is imperative to give a chance to the employees for sharing their input. Thus, I would create such platforms where they would be able to share feedback via surveys, town halls, or one-on-one meetings. Acknowledge their feedback genuinely and explain the reasons for the change, its benefits, and the roadmap ahead. Additionally, I would provide training and resources to help them adapt and offer regular updates to maintain transparency. Most importantly, show empathy and support throughout the transition to build trust and confidence.