Change in the workplace is inevitable and knowing how to accept change can make a huge difference to an individual and our workplace. New laws, economic uncertainty, leadership transitions, shifting priorities, and unexpected events can reshape how organizations operate. For employees, these transitions often bring stress and confusion. For managers, these changes and challenges present an opportunity to lead with steadiness, empathy, and clear direction.
Why Change Feels So Difficult
Even when change is positive, it can create anxiety. People worry about job security, new expectations, or losing the familiar routines that help them feel confident. In nonprofit organizations, where work is deeply connected to mission and purpose, disruption can feel especially personal. Staff members want to stay committed to the cause, yet they may struggle to adapt when the path forward is unclear.
The Manager’s Role in Times of Transition
Managers are not just conveyors of organizational decisions; managers are the trusted guides who help their teams navigate change. While executives set strategy, managers help translate big-picture changes into practical reality for their teams. Their role is crucial in times of transition, and they are deeply valued and respected for it.
Here are five ways managers can make a meaningful difference right now:
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Be Honest and Acknowledge Reality – Employees know when things are shifting. Trying to gloss over uncertainty erodes trust. Instead, share what you know, admit when information is still evolving, and explain how decisions will be made. Your honesty builds credibility and makes you an integral part of the process.
- Communicate Early and Often – Silence leaves room for rumors and assumptions. Think about providing regular updates, even short ones. A weekly email, a brief team huddle, or a quick check-in can help everyone stay informed and feel connected to the process. Continual communication keeps you involved and connected to your team.
- Reaffirm What Is Steady – Amid uncertainty, stability is calming. Remind your team of the mission, core values, and the work that continues to be unchanged. Anchoring employees in a sense of purpose can help reduce anxiety and maintain strong morale.
- Invite Input Where Possible – Change often feels easier when people have a voice. Ask your staff for feedback on how transitions impact daily work. When possible, involve employees in shaping solutions, even in small ways. When you listen deeply and follow up on concerns this helps staff feel valued and heard.
- Protect Well-Being and Model Resilience – Change can drain energy. Encourage breaks, balance workloads, and share available support resources such as HR or mental health programs. Model steady, healthy habits yourself, such as maintaining a work-life balance, practicing good communication, and demonstrating resilience in the face of challenges, to set the tone for your team.
Leading with Care During Uncertain Times
Managing change is not about having every answer or even solutions. It is about creating an environment where employees feel informed, respected, and supported as they navigate shifting circumstances. By communicating clearly, reinforcing purpose, and prioritizing well-being, managers can help their teams remain resilient and engaged, even when the road ahead is unclear.
If you have any questions regarding this topic or other HR questions or concerns, please contact us at HRServices@501c.com or (800) 358-2163.
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For more than 40 years, 501(c) Services has been a leader in offering solutions for unemployment costs, claims management, and HR support to nonprofit organizations. Two of our most popular programs are the 501(c) Agencies Trust and 501(c) HR Services. We understand the importance of compliance and accuracy and are committed to providing our clients with customized plans that fit their needs.
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The information contained in this article is not a substitute for legal advice or counsel and has been pulled from multiple sources.
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