Staying Steady Through Change
How to Build Trust When Everyone’s Worried
“Change is the only constant in life.” – Heraclitus.
I still remember the day our company announced a significant restructuring. The tension was thick. The hallways buzzed with gossip and half-truths, stories of who was “safe,” who wasn’t, and why it was all happening. I was lucky enough to keep my job, but I was also part of the leadership team deciding who stayed and who had to go. It was one of the hardest seasons of my career.
Layoffs and restructurings are never easy. Even when they’re necessary, they leave behind uncertainty, fear, and sometimes guilt. Yet as leaders, we have a responsibility, not just to manage the transition but to help our people find steadiness in the storm. This is where trust and psychological safety matter most. When everyone’s worried, great leaders remind their teams of who they are, what they stand for, and where they’re going.
1. Be Honest and Reaffirm Everyone’s Worth
In moments of change, silence is dangerous. When people don’t have information, they fill the gaps with assumptions. That’s why open, transparent communication is so critical. Talk about what’s happening, why it’s happening, and what it means for the team.
But don’t stop there. Take time to publicly and sincerely reaffirm every person’s value. Say things like, “I know these changes are tough, but I want you to know how much your work still matters.” It might seem simple, but those words can be lifelines in a sea of uncertainty.
I’ve learned that even when layoffs are unavoidable, they’re rarely about individual performance. Often, they’re about corporate direction, overstaffing, or broader financial realities. That’s why reminding your people of their worth is so important. You’re helping them hold onto their confidence, whether they stay with the company or move on to something new.
2. Strengthen Confidence—Theirs and Yours
As a leader, you can’t pour from an empty cup. When you’re anxious or uncertain, your team feels it. Before you can help others steady themselves, you have to find your own footing.
That might mean reaching out to a mentor, reflecting on your purpose, or recalling past challenges you’ve overcome. Confidence is contagious. When your team sees you staying calm and grounded, they’ll take their cue from you.
At the same time, help your team rebuild their own self-esteem. Remind them that their skills, experiences, and relationships are bigger than this moment. Encourage professional growth, even in uncertain times. Sometimes that means offering to review résumés, share learning resources, or connect people with opportunities outside the company. Leadership isn’t just about who stays; it’s about caring for everyone with respect and dignity.
3. Keep the Vision in Sight
One truth I’ve seen time and again: most companies going through layoffs aren’t shutting down. They’re restructuring to adapt. That means the vision still stands. The mission still matters. The goals are still there.
As a leader, your role is to keep those goals front and center. Talk about where the company is headed and how the team fits into that future. When people understand that the organization still has a clear direction, it brings a sense of stability and purpose back into the room.
Help your team focus on what they can control. You might say, “We can’t control every change, but we can control how we show up, how we support each other, and how we continue to deliver great work.” That mindset shift, from fear to focus, can turn uncertainty into momentum.
4. Reinforce a “Safe-to-Fail” Culture
During turbulent times, many leaders are tempted to play it safe, to avoid risks altogether. But that’s precisely when innovation and adaptability are needed most. This is why it’s crucial to reinforce a safe-to-fail culture, not create it from scratch, but strengthen it.
A safe-to-fail culture means people know they can speak up, try new things, and learn from mistakes without fear of punishment. Encourage your team to share small experiments or process improvements. When something doesn’t work, treat it as a lesson, not a failure.
You can model this by being open about your own learning moments. Say, “That approach didn’t go the way I expected, but here’s what I learned.” When leaders normalize learning from failure, they replace fear with trust.
5. Celebrate Courage and Connection
In seasons of change, courage often shows up in quiet ways, a team member asking a tough question, someone admitting they’re struggling, or a leader being transparent about what they don’t know. Celebrate those moments.
You might tell your team, “Thank you for being honest and brave enough to share your thoughts.” Those acknowledgments build belonging and trust. And when people feel safe being real, they bring their best selves to work.
I’ve seen teams rebuild morale after layoffs, not by ignoring the pain but by leaning into connection. They talked, listened, and supported each other. Over time, the fear faded, and something stronger took its place: unity.
Final Thoughts
Change will always test leaders. But it also reveals them. When fear spreads, steady leadership becomes the anchor. By being honest, reinforcing self-worth, keeping the vision alive, and fostering psychological safety, you help your team rise above uncertainty and rediscover hope.
So if your organization is navigating tough transitions, remember this: layoffs and restructurings are temporary. The company’s foundation, goals, and mission remain solid. And your leadership, your steadiness, empathy, and courage, can make all the difference.
Take one action this week to strengthen trust in your team. Maybe it’s a candid conversation, a moment of appreciation, or a reminder of what still unites you. Steady leaders don’t erase fear; they help their people move through it.
If this message resonates with you, subscribe to the EXCEL2WIN Leadership Newsletter for more insights and inspiration to help you grow as a leader and lift others along the way. Together, we can lead with calm, courage, and compassion, no matter what changes come next.
Managing Transitions: Making the Most of Change
Change is never easy—but William Bridges reminds us that it doesn’t have to break us. In Managing Transitions: Making the Most of Change, Bridges goes beyond the surface of corporate shifts and focuses on what really matters—the human side of transition. He explains that change is an external event, but transition is the internal journey we take to accept and adapt to it. That journey, he says, happens in three phases: letting go, navigating the in-between, and embracing new beginnings.
This book is a must-read for leaders and professionals facing layoffs, restructuring, or major workplace shifts—the very seasons when fear and uncertainty tend to silence innovation. Much like in Staying Steady Through Change, Bridges shows that great leadership is about creating safety, honesty, and connection while guiding others through turbulence. His words remind us that when handled with empathy and intention, transitions can spark renewal, not just resistance.
If you’re ready to lead—and live—with more steadiness through change, Managing Transitions is your roadmap.
Order your copy today and subscribe to the EXCEL2WIN Leadership Newsletter for weekly insights that help you lead with calm, courage, and confidence—no matter what changes come your way.
