Leading Through Uncertainty: Manager Tips During Change
Part 3 of the Change Management Series
When HR and payroll transformations hit, managers are often the first to feel the pressure, and the last to get the support they need.
But here's the truth: how managers show up during change can make or break the employee experience. They’re the bridge between leadership and staff, the tone-setters, the reality-checkers, and the comfort-givers. And in times of uncertainty, employees look to them more than ever for stability.
So how can managers lead with confidence even when they don’t have all the answers?
1. Be Transparent, Even When It’s Uncomfortable
Uncertainty doesn't require perfection. It requires honesty.
Share what you know, what you don’t know yet, and what you're doing to find out.
Avoid the temptation to sugarcoat or delay updates. Clarity builds trust.
2. Normalize the Stress of Change
Instead of pushing through like nothing’s happening, name it.
"This is a big shift — it's okay if it feels overwhelming."
Validate feelings while providing structure and direction.
3. Keep Communication Frequent and Two-Way
Don’t just give updates — invite dialogue.
Use team meetings and one-on-ones to ask: “How are you doing with the change?”
Listen for friction points and surface them to leadership.
4. Stay Grounded in the Mission
When change feels chaotic, remind your team why it’s happening.
Link new systems or processes back to company goals, improved experiences, or reduced errors.
Reconnecting to purpose helps shift people from frustration to meaning.
5. Model Resilience, Wellness, and Self-Care
Your team is watching how you respond. Your wellness habits set the tone.
Take visible breaks, set boundaries, and show that balance matters.
Try integrating micro-wellness practices: start meetings with a deep breath, share a quick mental reset tip, or encourage PTO during intense rollout periods.
Acknowledge emotional strain and encourage healthy ways to manage it, like using EAPs or peer check-ins.
6. Ask for Help
You don’t have to be the hero.
Reach out to HR, project teams, or leadership when you need clarity or backup.
You’re supporting your team best when you’re supported, too.
“In times of change, managers don’t need to have it all figured out — they just need to be real, present, and intentional.”
When managers lead with empathy, transparency, and steady communication — while modeling wellness — they don’t just help their teams survive change — they help them grow through it.
Stay tuned for Part 4: Communication Mistakes That Derail Implementations ✨