We all know that change is a given in any organization—whether it’s a merger, new leadership, or even something like rolling out new software.

The thing is, while change might be good for business, many times it leaves employees feeling stressed out, uncertain, and anxious. The key to navigating these shifts?

Emotional resilience.

This often misunderstood term is essential, and businesses can learn how to help their teams build it.

The Hidden Costs of Organizational Change

Organizational change brings challenges that go beyond a simple restructuring or policy update.

Employees start feeling the heat—wondering if their jobs are secure, how their roles will change, or if they’ll even fit into the new structure.

Stress builds, productivity drops, and the rumor mill starts churning. If companies aren’t addressing these concerns, they can end up with disengaged employees who aren’t focused on their work.

Once your employees are disengaged, it requires a Herculean effort to get them back, if at all.

Why Emotional Resilience Matters

Here’s the thing: emotionally resilient employees are better equipped to handle the chaos of change.

For some of us, change is not a fun and excellent adventure.

Instead, it feels like a merry-go-round that threatens to toss us off into the rocky dirt at any moment (I’m a Gen X-er, I grew up with some rough playgrounds).

Resilience is the ability to adapt, manage stress, and maintain a positive outlook. It’s the ability to ebb and flow with what comes your way.

For those of us on that merry-go-round, this feels like a tall order, and it’s easy to feel overwhelmed when thinking about what’s happening at work.

Instead of feeling overwhelmed, though, employees can learn how to see the bigger picture, stay grounded, stop predicting catastrophies, and keep moving forward.

How Businesses Can Build Resilient Teams

Supporting emotional resilience in employees isn’t just a “nice to have” anymore—it’s critical.

And it starts with communication.

When leaders communicate openly and honestly, even when they don’t have all the answers, employees are less likely to feel anxious.

Instead of staying silent during change, saying something like, “We don’t have all the details yet, but we’ll keep you in the loop” can make a big difference.

You get credit for the touchpoint because it demonstrates you’re trying to stay tuned in to your employees’ experiences.

The Role of Leadership in Fostering Resilience

Leaders set the tone for how employees navigate change. When leadership models resilience—by staying calm under pressure and offering support—it encourages employees to do the same.

When leaders are transparent, supportive, and available, employees feel more confident in their ability to weather the storm.

If leaders are finding it hard to be transparent or support their teams because they don’t feel equipped to handle it, they’re not alone.

A lot of times, the fear of not knowing how to deal with what employees are going through can shut down communication.

Leaders can get better at this by working on their communication and conflict resolution skills.

And just like employees, they need to take care of themselves, too. When leaders invest in their own well-being, it’s a lot easier for them to show up for their teams in a real, supportive way.

The Long-Term Benefits of Emotional Resilience

Building resilience isn’t just about getting through the current change—it’s an investment in the future. You want the people on your team to not just remain on your team, but to feel engaged and energized by the opportunities that change can bring.

Employees who can manage stress effectively will be more prepared for future changes, making the organization more agile and adaptable in the long run.