Guiding Employees Through Change

30
Oct 2023
CPHR Alberta
165
A group of people are putting puzzle pieces together.

Author : Homewood Health 

As organizations evolve to keep up with a marketplace – indeed, with the world – advancing at lightning speed, they are constantly seeking new, better and more efficient methods, processes and procedures for the workplace. It’s resulted in something that affects nearly every employee in every industry: the inevitability of change.

While change can signal exciting new developments, opportunities and learning to benefit the organization and its staff, it can also evoke deep feelings of insecurity, confusion, grief and fear. Recognizing and acknowledging these natural responses within your team as you introduce change is essential.

Research shows that two-thirds of all organizational changes fail, costing valuable money, resources and time. 1 A significant factor in these failures is the inability of the organization’s workforce to cope with and effectively adjust to change. This is not surprising. In a 2017 report by Sanofi, 31% of employees agreed that workplace stress has been an overwhelming experience in the last year. 2

Adding major changes into an environment many already view as emotionally taxing must be approached compassionately, empathetically and pragmatically for the best outcomes. Consciously supporting and guiding teams through change makes all the difference in whether new processes, technology, roles and corporate culture result in emotional discord and lost productivity… or a marked, positive experience of personal and professional growth.

In all cases where change is imminent within the organization, some steps could be taken to lay a solid foundation on which to build:

Nurture Trust With Open, Honest Communication . As the wheels of change pick up speed, it’s easy to become less accessible to employees unintentionally. Keeping the channels of communication open, even expanding them, can have a significant, positive impact on fostering trust, goodwill and a willingness to embrace change. Make efforts to be more available, visible and an attentive and careful listener. Circulate regular written communications and hold individual and team meetings to encourage questions, input, and discussions about how your employees are feeling - and dealing with - what’s happening. This allows you to convey accurate information during a time when confusion and misinformation may arise and allows your employees to be heard, have their concerns addressed and see firsthand that they aren’t alone. This also serves to help you gauge how everyone is adjusting and what specific areas could be better addressed to increase morale and productivity.

Acknowledge That Change Can Be Difficult…But Stay Positive . People spend vast portions of their lives working, so it’s normal for them to react strongly and negatively to changes that may include a loss of co-workers, stability or control. The five-stage Kübler-Ross model of the grieving process (where one moves through denial, anger, bargaining, depression and acceptance) is sometimes applied to those dealing with organizational change, further validating how profound these feelings can be. 3 Let your employees know you understand their feelings and that they’re normal while maintaining an upbeat, positive attitude. Be sure to convey that you believe in the change happening and support it – and them – wholeheartedly. Keep spirits and enthusiasm up by congratulating and thanking your employees on jobs that are done well and encouraging them to transfer their unique skills into whatever new circumstances or roles may come.

Include Employees In The Process . Purposefully having your workers engage in tasks directly related to the change at hand fosters motivation in working toward its success while empowering the team. Making employees active, vested agents of change creates a sense of pride, control and ownership, which can fall by the wayside during major organizational transitions.

Give Change Ample Time . Introduce change gradually in well-thought-out phases you share with your team ahead of time, where possible. Predictable, minor transitions made over manageable adjustment periods are more likely to be accepted and effectively implemented than drastic, sweeping ones without a shared plan of action or vision.

More than ever, change has become an expected, natural part of any job. Yet, if it isn’t managed carefully using thoughtful practices, what’s meant to bolster efficiency, profit, and the health of your organization can quickly lead to a decline in productivity and profound damage to the morale of your employees.

When it’s done right, your team can explore new areas of interest, find new opportunities for growth and collaboration, work smarter, not harder, and flourish in ways that might never have been possible before change was brought into the picture.


Sources

1 Durant, Michael W., CCE, CPA. “Managing Organizational Change.” Crfonline. org. Credit Research Foundation, 1999. Web. < https://www.crfonline.org/orc/pdf/ref4.pdf>.

2 Sanofi. (2017, January). Winds of Change New directions in employee health benefits. Retrieved July 17, 2017.

3 Homewood Health. “Coping With A Transition: Managing Workplace Change.” HomeWeb. Homewood Health, n.d. Web. < https://homewoodhealth.com/corporate/blog/managing-workplace-change> 


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo October 24, 2025
Author: Calgary Chapter Committee The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). 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It is a complex and emotionally demanding role. However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together. 1. Normalize the Conversation Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 2. Communicate Proactively and Clearly When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. 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Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times.
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