Periods of high workload, restructuring, or organisational change place additional strain on employees. Even when change is necessary, uncertainty and increased demands can impact morale, engagement, and mental well-being.
How leaders respond during these periods makes a significant difference.
Why Change Affects Well-Being
Change disrupts routine, reduces predictability, and can create concerns about role security or increased expectations. Employees may experience heightened stress, reduced focus, or emotional fatigue — even when change is planned and communicated.
Acknowledging this impact helps normalise responses rather than dismiss them.
What Support Looks Like During Pressure
During high-demand periods, supportive leadership includes:
- Clear and frequent communication
- Transparency around expectations and timelines
- Recognition of effort, not just outcomes
- Encouragement to take breaks and rest
Small, consistent actions signal care and stability.
Creating Space for Conversation
Regular check-ins allow employees to raise concerns before stress escalates. These conversations do not need to be lengthy — even brief moments of connection can reduce isolation and uncertainty.
Psychological First Aid principles support these interactions by helping leaders listen, reassure, and guide without minimising challenges.
Strengthening Team Resilience
Resilience during change is built collectively. When teams feel informed, supported, and heard, they are better able to adapt — even in demanding circumstances.
