As humans, we crave certainty, knowing our place in the world.

In recent weeks, everyone has experienced change. Everyone is dealing with some type of loss. Some are grieving the loss of a normal routine, being physically separated from coworkers and family, or even the loss of a job and income. Loss is always part of change.

With loss, comes a feeling of uncertainty about the future.

This is you. This is me. This is everyone you lead.

We’ve all been flung into a new environment and forced to rapidly figure out new systems and processes. But, what’s left after the dust has settled is the personal side of this change. The inward transition to the new environment takes time.

Internal change or transition doesn’t happen as quickly as external change.

For example, think of a time when you moved. You were in a new home and a new neighborhood. Physically you were there, but maybe like me, you were disoriented because nothing around you was familiar. I moved across state lines a few times in my life, and I always knew in my head the change was what I needed. But inside, in my heart, I longed to go back to what was familiar until I spent some time reorienting myself to my new surroundings. It took time. It took work. Eventually, it felt like home again.

Create a Safe Environment

Because of the change thrust upon us, we naturally feel a sense of uncertainty about the future. We tend to feel we’ve lost control of so much. Some question if they belong to an organization or community that really cares about them.

To help people through this time of uncertainty, create a sense of stability — a safe place.

  • Let people know they are valued, that they matter to you.
    • Tell them by simply saying “you matter to me and our team”. Bonus points for taking it a step further and being specific about what makes them a valuable team member.
    • Remember things they value. This could be as easy as asking about their family or acknowledging an important date or a significant milestone.
  • Ask questions that show you care about their well-being.
    • What’s the best thing that happened today?
    • What’s the biggest challenge you had today?
    • How can I help you?
  • Be present. Stand with your team members.
    • Take time for a ‘coffee break’; a virtual meeting without any agenda. Make it a casual time to talk; a time to say, I hear you and I see you.
    • Check-in on people regularly, for some they may need more one-on-one than others on your team. Be sensitive to their differences.
    • Remember there’s a difference between checking in on someone and checking up on them. This isn’t a time to micromanage people. You want to show your team that you care, and you trust them to do what they can.
  • Give people choices so they feel some sense of control over their work or environment.
  • Create a sense of community – make sure to include everyone; but don’t force it.

All of us process change and loss a little differently. Allow people the time and space to grieve their loss. Encourage people to talk about their emotions. Naming the emotion helps to acknowledge what they are feeling. There is freedom in expressing our emotions because we can make new choices on how we move through them.

This is a time to show empathy and develop trust at a deeper level if you want your team and organization to thrive in the long run.

Take it forward

While this time may feel painful for you and your team. It’s also a time to be creative, develop your team members for who they need to become as we begin to engage more fully. Help your team feel a sense of excitement about the new beginning.

There’s always a gap between the old and the new, it will take time to mentally adjust and fully move forward.

As you stand in the gap with your team, you’ll develop the trust and care that’s needed for long term success. However, it’s a marathon, not a sprint, pace yourself and remember to take care of yourself in this time too.