Organisational changes can stir up a mix of emotions for employees, ranging from excitement to uncertainty. While changes like restructuring, adopting new technologies, or welcoming new leadership can promise growth, they can also bring anxiety. It’s normal—people thrive on routine, and when the status quo is disrupted, it can feel unsettling.
As employers or managers, understanding and addressing this anxiety isn’t just about being compassionate—it’s about ensuring your team stays motivated and focused through the transition. Let’s dive into how to manage anxiety during organisational changes and the critical role mental health support can play in making this process smoother.
Understanding Anxiety in the Workplace
What Does Workplace Anxiety Look Like?
Workplace anxiety is more than just feeling a little nervous before a big meeting. It can manifest in physical symptoms like restlessness or trouble sleeping, as well as emotional signs such as irritability or a lack of focus.
During periods of organisational change, employees might experience heightened anxiety due to the uncertainty of what lies ahead. For some, it might feel like walking on shaky ground—unsure of whether their role will change or how new expectations will impact their day-to-day tasks.
Why Organisational Change Triggers Anxiety
Organisational change disrupts familiarity, and for many, this can create a sense of unease. Fear of the unknown is a big driver. Employees may wonder:
- Will my job still be secure?
- Will I have the skills to adapt to these changes?
- How will my work relationships be affected?
Even when the changes are positive, like new tools to make processes easier, adapting takes time and mental energy. Add a lack of clear communication to the mix, and anxiety levels can skyrocket.
The Impact of Anxiety on Employees and Organisations
How Anxiety Affects Individuals
When an employee is anxious, it doesn’t just stay at work—it seeps into other parts of their life. They might find themselves feeling on edge even during personal time or struggling to get a full night’s sleep. At work, this could translate to reduced productivity, frequent mistakes, or even withdrawal from team activities.
Over time, anxiety can lead to burnout, which is much harder to recover from. An employee who’s burnt out may disengage entirely, leading to long-term challenges for both the individual and the organisation.
The Ripple Effect on the Organisation
An anxious workforce can create larger organisational issues. If one person is struggling, it might impact their team’s workflow or create tension in group dynamics. On a bigger scale, widespread anxiety can erode trust in leadership and slow down the progress of the changes themselves.
For example, imagine rolling out a new software system meant to streamline tasks. If employees feel unsupported or overwhelmed, they might resist using it properly, delaying its benefits and even creating friction within teams.
Strategies to Manage Anxiety During Organisational Changes
For Employees
Helping employees manage their anxiety isn’t just about addressing their concerns after they arise—it’s about creating an environment where they feel supported from the get-go.
Encourage open communication. Let employees know that their questions and concerns are valid and welcome. This could be through one-on-one check-ins, anonymous surveys, or regular town halls.
Providing resources, like access to an Employee Assistance Programme (EAP), can also make a difference. These services often include counselling or stress management resources that employees can use confidentially.
Lastly, promote self-care. Sometimes, small reminders to step away from their desks, practise mindfulness, or simply take a walk can help employees reset during stressful moments.
For Leadership and Management
Leadership plays a huge role in setting the tone for how change is received. One of the most effective strategies is clear and transparent communication. Don’t just announce the change—explain why it’s happening, how it will unfold, and what support employees can expect along the way.
Showing empathy is equally important. Changes can feel top-down for employees, especially if they weren’t involved in the decision-making process. Managers who listen without dismissing concerns can build trust and ease some of the tension.
Another proactive step is to provide mental health first aid training for team leaders and supervisors. When leaders can recognise the signs of anxiety early and know how to respond, it can prevent stress from escalating.
The Role of Mental Health First Aid
Mental health first aid plays a crucial role in supporting employees, particularly during times of stress or transition. It’s often compared to the emotional equivalent of CPR—a way to recognise when someone may be struggling and to offer the appropriate support before concerns escalate into larger issues.
This approach doesn’t aim to turn managers into therapists. Instead, it equips them with the knowledge and confidence to identify signs of anxiety, stress, or other mental health challenges in their team members. For example, if an ordinarily upbeat employee becomes withdrawn or a previously reliable team member starts missing deadlines, a trained manager can address the situation sensitively and guide the individual towards appropriate resources.
Beyond the immediate benefits, mental health first aid fosters a workplace culture where it’s safe to talk about mental well-being. Employees who feel their mental health is acknowledged and taken seriously are more likely to trust their organisation, engage in open conversations, and seek help when needed.
How Mental Health First Aid Makes a Difference
Unchecked anxiety or stress in the workplace can quickly snowball into burnout, absenteeism, or even turnover. Mental health first aid acts as a safety net, offering employees the reassurance and support they need to navigate challenging times.
For this article, we spoke with Siren Training , specialists in Mental Health First Aid Courses, Neurodiversity Training for Workplaces, and Wellbeing Workshops. If you are asking, “Are there any courses for youth mental health first aid?” then here’s your answer. They highlighted the growing importance of addressing mental health, especially for young adults entering the workforce. According to Siren Training, having a mental health first aider in the workplace ensures that employees feel heard and supported, even during periods of uncertainty or transition.
For instance, during a company restructuring, employees may feel insecure about their roles or worry about potential redundancies. A mental health first aider can step in, offering a listening ear, helping to normalise these feelings, and, if needed, connecting individuals with professional resources like counselling. This proactive approach can prevent concerns from escalating into larger issues, such as disengagement or dissatisfaction, which can have a ripple effect on morale and productivity.
This framework goes beyond individual support; it helps create an organisational culture where employees feel valued and supported, fostering resilience and trust even during difficult transitions.
Supporting Employees During Organisational Change
Organisational changes, such as mergers, restructuring, or even a shift to hybrid working, can be overwhelming for everyone involved. Employees might feel uncertain, while leaders are tasked with ensuring a smooth transition. Having strategies in place to prioritise mental well-being can make these periods less stressful for all parties.
Providing mental health resources and training, like mental health first aid, equips teams with practical tools to navigate these changes. By fostering resilience and encouraging supportive interactions, businesses can create a more stable, engaged, and collaborative work environment.
The Long-Term Benefits of Prioritising Mental Health
Organisations that embed mental health support into their culture consistently see positive outcomes. Studies show that prioritising mental well-being leads to higher morale, improved productivity, and greater employee retention. When employees feel their organisation values their mental health, they’re more likely to feel committed, perform better, and contribute positively to the workplace.
Investing in mental health initiatives isn’t just about managing challenges as they arise; it’s about building a foundation for long-term success. A workplace that supports mental well-being fosters trust, strengthens relationships, and cultivates a more engaged and resilient workforce.
Conclusion
Change is never easy, but it doesn’t have to be a source of overwhelming stress. By recognising the impact of organisational transitions on mental health and taking steps to address anxiety early, businesses can create an environment where employees feel supported and empowered.
Remember, investing in mental health support isn’t just about getting through the current transition—it’s about building a resilient workforce ready to tackle future challenges. If you’re ready to take the first step, let’s work together to create a plan that keeps your team strong, no matter what changes come their way.
Contact us today to learn more about our mental health first aid training and services. Together, we can ensure your organisation’s success—one employee at a time.