In a constantly changing world, employees, teams, and leaders often face significant uncertainties. Technological disruptions, perplexing policies, economic instability, and internal restructurings can severely impact employees’ mental security, putting the resilience of entire teams at stake. How can employees find an anchor? Scientific insights into the effects of uncertainty and three practical tips on how you, as a leader, can tackle these challenges.
Scientific Evidence on the Impact of Uncertainties
Psychological safety, or the confidence that expressing opinions or making mistakes will not lead to negative consequences, is significantly threatened during times of uncertainty and change, as demonstrated by Amy Edmondson, a professor at Harvard Business School. In such circumstances, employees become less trusting, voice their opinions less frequently, and avoid taking risks. The consequences are a stifling of creativity, a decline in innovation, and a general deterioration of team dynamics.
Increased Stress Levels and Burnout Risks
Research conducted by stress expert Robert Sapolsky at Stanford has revealed that uncertainty and a lack of control over one’s work circumstances can result in heightened stress levels. This stress can manifest in physical and psychological symptoms and significantly elevate the risk of burnout. When employees are unable to foresee what the future holds or how changes will impact their roles, they are more susceptible to stress-related illnesses.
Deterioration in Decision-Making Quality
According to research conducted by Daniel Kahneman, a Nobel laureate and behavioral economist at the University of California, uncertainty can have a negative impact on decision-making. During uncertain times, teams are more likely to make irrational and hasty decisions. They may also resist making changes and stick to existing approaches, even when those approaches are no longer effective. This can hinder the team’s ability to adapt and can negatively affect its long-term performance.
Tips to Address Uncertainties in the Team
Promote Transparent Communication
The key to dealing with uncertainties is to ensure open and transparent communication. Leaders should consistently update their teams on current developments, openly discuss their uncertainties, and encourage conversations about employees’ concerns and fears for the future. Even if they don’t have all the answers, transparent communication shows that the team and their leader are navigating significant changes together. This helps build trust and psychological safety within the team.
Provide a Sense of Control
Studies show that the feeling of control can significantly reduce stress. Give your employees as much autonomy as possible. For example, allowing them to choose flexible work models, involving them in decision-making processes, or jointly planning career development paths provides a sense of agency. By giving employees more control over their work situation, you can strengthen both individual and team resilience during uncertain times.
Prioritize Mental Health
Promoting mental health should be a top priority during times of uncertainty. Offer regular check-ins where employees can express their concerns and fears. Also, consider utilizing external support such as mindfulness programs, coaching, or mentoring. Ensure that even during turbulent times, the work environment fosters a positive atmosphere where employees feel supported and valued.
Leading Through Times of Significant Change
Uncertainties, worries, concerns, and a sense of underlying anxiety about the future are inevitable during these times. However, with the right measures, teams can better overcome challenges. Promoting transparent communication, creating opportunities for control, and prioritizing mental health are essential steps to maintaining psychological safety within the team. Leaders should proactively foster these aspects to navigate their teams through uncertain times and ensure long-term success.