Change is an ever-present and important part of business today. The challenge for supervisors, team leaders, and managers is to guide their team members through change, encouraging employees to embrace change rather than resist it.
In 2025’s chaotic environment – marked by rapid technological shifts, market uncertainty, and post-pandemic adjustments – leading change has become more critical than ever. Yet change is hard. Even positive changes can provoke anxiety or pushback from team members who are overwhelmed by uncertainty. How can leaders support their people through turbulent changes and help them come out stronger on the other side?
When a significant change hits an organization (like a new process, structure, or strategic direction), team members typically do not all jump on board immediately. In fact, most people go through a series of phases when reacting to change:
Not everyone moves through these three phases at the same speed – and some might take steps backward at times. But this model of Resistance → Exploration → Acceptance is a useful way to gauge where your team is at during a change initiative. It reminds leaders that resistance is natural at first, and with the right support, people will come around to acceptance when they understand the benefits.
Knowing the phases your team may experience, how can you as a leader support them through the journey? There are several proven strategies to encourage employees to not only accept change but even embrace it. Four positive strategies often recommended for guiding change are:
When people resist change, one common reason is that they don’t understand it. Combat this by over-communicating the why behind the change. Explain the reasons, logic, and benefits driving it. Provide as much information as possible and invite questions. By educating your team and being transparent, you reduce fear of the unknown. The more people understand the change, the more likely they are to support it. (Bonus: a high level of trust between leaders and team members makes this strategy even more effective, so work on building trust continuously.)
Whenever feasible, involve employees in planning and implementing the change. People are far less likely to fight a change that they had a hand in shaping. Seek input, gather volunteers for pilot programs, or form a committee to guide the rollout. This participation creates buy-in and often improves the change itself – team members’ ideas can make the plan even better. Be cautious, though: involvement must be genuine. If the process is just for show or poorly managed, it can backfire and lead to frustration.
Change can be emotionally and mentally taxing. Some team members may struggle with fear and anxiety about their capabilities in the new situation. As a leader, provide support systems to ease the transition. This might mean offering training or upskilling opportunities so employees feel prepared for new responsibilities. It also means making time to listen – let people voice their worries, and show empathy. Sometimes just knowing management cares about their well-being gives employees the confidence to keep moving forward
In certain cases, you may reduce resistance by negotiating terms or offering incentives. For example, if a new change requires extra work upfront, consider what rewards or accommodations could make it more palatable (such as a bonus, additional time off, or flexible scheduling). While you shouldn’t have to bribe your team into accepting necessary changes, a fair give-and-take can turn a resister into a supporter. Negotiated agreements – when done ethically – can ease major points of contention and help everyone move on.
These strategies are typically far more effective (and positive) than the alternatives. Unfortunately, some managers resort to undesirable tactics like manipulation or coercion – for instance, withholding information, spinning the truth, or implicitly threatening consequences if people don’t fall in line. Such approaches might force compliance in the short term, but they breed mistrust and morale problems that undermine success. It’s always better to win hearts and minds through clarity, involvement, and support, rather than fear.
In chaotic times, employees look to their leaders for stability and guidance. To support change effectively, lead with empathy and clarity. Acknowledge that change is hard and that you understand employees’ feelings. At the same time, paint a clear vision of the positive future you’re working toward – what benefits the change will bring to the team and the organization. When people see a hopeful vision and feel heard, they are more likely to give change a chance.
Remember, change is a process, not a one-time announcement. Keep communicating, keep involving your people, and be patient as they progress through their phases. Celebrate small wins and reinforce any positive signs of adoption. Your encouragement can turn tentative explorers into confident champions of the new way.
By applying these supportive strategies, leaders can turn 2025’s chaos into an opportunity. Rather than being paralyzed by constant change, your team can become adaptable and resilient, ready to tackle new challenges. Change will never be completely comfortable, but with the right leadership approach, it can energize rather than exhaust your workforce.