Constant change might be causing your team members to feel a little edgier than usual.
A recent Business Insider report found that a new wave of "office paranoia" is spreading in the wake of layoffs, AI adoption, and cost-cutting measures. For some workers, every small detail—be it lukewarm Slack messages, how they’re greeted (or not greeted) by their manager, or even the declining quality of office snacks—feels like a sign of impending change. If left unchecked, this kind of heightened anxiety can drain energy, reduce productivity, and fracture team trust.
As a leader, you can’t always predict looming changes, which new structures or policies will affect your employees most, or how they’ll interpret your communication, but you can work to create an environment where your team feels more stable. Fostering emotional security can go a long way in easing their fears and may even build deeper resilience for future challenges.
So, how can you help your employees work through paranoia and prioritize their mental wellness during times of change?
Model psychological safety
If your employees fear that new changes may impact their jobs, they might be walking around on eggshells, afraid to say how they really feel, which only exacerbates their unease. That’s why it’s important to create psychological safety. Leaders who share their own challenges and how they manage stress bolster their team's psychological safety, which happens when employees can speak candidly, disagree, or talk about what's bothering them without fear of repercussions. According to McKinsey, 89% of employees believe psychological safety is essential to the workplace, and as a leader, you can set the tone by being open. Show your employees it’s okay to feel what they’re feeling by sharing a personal story or strategy that helps you stay grounded in pressure moments. That type of honest vulnerability shows your team that you are human, validates their feelings, and helps them understand that you are in this together.
Key question: “What stories can you share that validate their feelings when there's lots of change?”
Make space for honest conversations
When anxiety levels rise, silence only makes things worse. So, as you share your own feelings, encourage your team to share theirs by creating regular spaces where employees can voice concerns openly. This could mean dedicated check-ins or team huddles, which can prevent office speculation from spiraling out of control. Try to listen to your employees without judgment and acknowledge which concerns are real, even if you don’t have all the answers. By modeling openness and support, you make it safer for your team to communicate and receive support from you and their co-workers.
Key question: “How can you create spaces where your team feels comfortable to share concerns?”
Reaffirm purpose and direction
During times of change, a shared purpose can feel like an anchor. With this in mind, reinforce your big-picture goals and ensure your team knows how their daily tasks contribute to the company's vision. These reinforcements can help reduce their feelings of helplessness by giving them a sense of control during their workday. Your communication can be as small as saying thank you for their specific task and reminding them how it will help the larger goal – reminders that can go a long way to keep employees grounded.
Key question: “When can you remind your team members of the bigger impact they’re making?”
Check in beyond performance
Focusing on goals and deliverables is easy, but mental wellness starts with seeing your team as humans first. So, try to use part of your one-on-ones to ask how they’re doing outside of work, what support they might need, and what’s on their mind. Small gestures like asking about their families, weekends, or vacation plans can open up deeper, trust-building conversations and help catch early signs of stress before they escalate.
Key question: “How can you use your check-ins to show genuine employee care?"
Encourage balance
When employees fear getting laid off, they might try to "prove" themselves by saying yes to everything and working long hours. Eventually, they will become more anxious, resentful, and/or burned out because they have no work-life balance. Do your best to encourage your team to set healthy boundaries, such as taking a real lunch break or disconnecting after the workday. Also, try to model this behavior yourself, so they can see what balance looks like.
Key question: “What can you do to help your team feel safe stepping away and recharging?”
Highlight the positives
Your team members might dwell on the challenges or fear that come with change to the point that they forget what's going well. So, remind them of all the good by recognizing their individual accomplishments or team milestones. These moments of positivity can instill a growing sense of progress, even when the hits keep coming. Sharing wins can also strengthen team camaraderie, inspiring a greater sense of resilience that can be helpful for future changes.
Key question: “What recent success, big or small, can you celebrate with your team this week?”
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