Today, we live in a constantly evolving world, and this is especially reflected in the business world. For this reason, it is not surprising that uncertainty at work has gone from being an occasional concern to becoming a constant in the organisational world, affecting workers in various sectors or at various levels.
The reality is that uncertainty at work can be triggered by multiple factors, such as changes in market demand, technological advances, or unforeseen global events that can trigger radical changes in work dynamics.
Along with this, multiple questions such as: What am I going to do if I become unemployed, will changes in the company affect my job, how will I know what the right decision is, and how will I know what the right decision is, will be present, making us question our skills. It is, therefore, essential to know how to manage uncertainty, especially in the business environment, in order to be able to cope with times of change, crisis, or instability and overcome it successfully.
As an HR leader, how can you proactively support your workforce in developing the resilience and adaptability needed to thrive in such unpredictable times?
But first, what is uncertainty at work?
Uncertainty is the lack of certainty or knowledge about a given subject that causes doubt or indecision. Basically, it is the inability to predict the future, which can generate anxiety, tension, or fear, as it is usually associated with change, fragility, or danger.
In an organisational context, uncertainty at work is uncertainty at work as it relates to our current situation at work and all uncertain scenarios that may cause our situation or status at work to change.
Uncertainty is not a bad thing in itself. Indeed, part of the human experience lies in not being able to predict the future with certainty. Therefore, we must learn to tolerate certain levels of uncertainty, which can even serve as a motivation to take action.
However, uncertainty at work can be a significant source of stress for employees and can affect their overall well-being and job performance. Enterprise organisations must implement strategies to manage this uncertainty effectively. One of the keys to achieving this is to foster empowerment at work, allowing employees to have more control over their tasks and decisions. This not only improves their psychological well-being, but also increases their resilience and ability to adapt to unexpected changes in the work environment.
Why is it important to know how to manage uncertainty at work?
We have all experienced uncertainty at one time or another. The fear of the unknown, the unpredictability, and the desire to want to control our context so that everything works out in our favour. However, all of us who have tried to control more variables than possible, have had to realise that more than controlling it, we have to learn to tolerate and live with certain levels of uncertainty in our daily lives.
The problem is that uncertainty at work brings with it the possibility of unpredictable changes in areas of great impact on life, such as work. This, in turn, represents a risk to the economic situation, stability, professional development, etc. For this reason, it is understandable that especially uncertainty at work involves unpleasant emotions, which, if not properly managed, can be counterproductive.
In fact, uncertainty at work can cover different issues, from the search for a new job to the fear of dismissal, so there are multiple reasons that can cause us to experience this fear or anxiety. It is also worth mentioning that although anyone could face these scenarios throughout their professional career, not all of us have the same levels of tolerance to uncertainty, as each personal context is different.
What often happens is that an initial concern in the face of an uncertain scenario causes us to recognise change or instability as a possibility but without the certainty of whether that change’s outcome will be positive. This lack of knowledge about the change’s outcome motivates the desire to control the outcome and not be caught off guard. But since this is not possible, the feeling of fear increases due to the lack of certainty, which adds to the lack of control over possible threats.
For this reason, it is important to acquire tools that allow us to manage uncertainty at work, prevent fear from hindering our decision-making or taking action, and thus take care of our mental health at work.
How to manage uncertainty at work
Learning to manage uncertainty at work, like any skill, requires practice and self-knowledge, as it is important to know that what causes uncertainty can vary from one person to another. Here are some strategies you can implement to help you manage uncertainty at work.
| Strategy | Description |
|---|---|
| 1. Practice self-Assessment | Look inward to identify triggers of fear of uncertainty. Conduct an honest self-assessment of your skills, strengths, and areas for improvement to build resilience. |
| 2. Work on continuous development | Invest in professional and personal growth by updating skills, taking courses, and staying informed about industry trends. Self-care and acceptance are also crucial. |
| 3. Build a support Network | Create a strong support system with friends, family, or colleagues to share concerns, gain new perspectives, and receive psychological support. |
| 4. Work on flexibility and adaptability | Be open to new opportunities and adaptable to changes, understanding that not all variables are controllable. |
| 5. Plan Your financial situation | Take proactive steps like building an emergency fund, diversifying income sources, and managing your budget to alleviate financial stress during uncertain times. |
| 6. Learn stress management tools | Use techniques such as meditation, exercise, and time management. Seek counseling if needed and maintain a work-life balance to manage stress effectively. |
| 7. Redefine goals and organise priorities | Reflect and adjust your goals to align with current realities, remaining open to new opportunities and interpreting change positively. |
| 8. Communicate with your team | Maintain open communication with colleagues and managers to clarify expectations, share information, and foster a collaborative environment. |
| 9. Stay informed | Stay updated on industry trends, the job market, and career opportunities to make informed decisions and leverage new possibilities. |
| 10. Learn from mistakes | View challenging experiences as learning opportunities. Reflect on lessons learned to reduce fear of failure and adapt more easily to new contexts. |
Supporting employees: at the heart of HR strategy
In large companies, HR departments play a key role in managing uncertainty at work. For this reason, leaders and managers need to rely on organisational psychologists, in order to know all the tools capable of supporting their teams in managing change, thus reducing psychosocial risks at work (To help you in this process, our team of expert psychologists at ifeel has designed a Psychosocial Risk Factors template to prevent mental health problems at work. Download it now and improve your working environment!)
Uncertainty at work encompasses multiple factors, both external to the company (market volatility, mergers and acquisitions) and internal (changes in strategic direction, etc.), that can trigger insecurity in the employee. Therefore, part of the skills to be a good manager include anticipating these changes and their impact on employees, which is the first step to managing them effectively. Here are some strategies you can use to support your team in times of uncertainty at work.
1. Anticipate and monitor market trends
Developing preventive strategies will require constant monitoring of market trends and economic factors that could affect your industry. To do so, you can rely on data analysis tools to anticipate possible changes in market demand and economic conditions.
2. Foster a culture of psychological safety and maintain open communication
If your employees feel comfortable voicing their concerns, the company will have more information and the ability to attack problems promptly. Expanding information reduces uncertainty, so establish transparent communication channels between senior management and employees and provide updates on the state of the company and its future prospects so that team members can make informed decisions. It also encourages employees to voice their concerns and suggestions.
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3. Cultivate a culture of adaptability
Hand in hand with the previous point, always seek to promote a mindset of adaptability and continuous learning within the team through constant training and the development of relevant skills to adapt to change. Consequently, it recognises and rewards (reinforces) resilience and creativity in situations of uncertainty at work.
4. Implementing management strategies in HR departments
HR departments have in their hands the ability to implement strategies that enable the workforce to adapt more easily to change. These include developing succession plans to ensure continuity in key roles; flexible hiring models, such as telecommuting or temporary hiring, to adapt to fluctuations in demand; or investing in career development programmes, mental well-being solutions and talent retention strategies to help ensure the company is prepared for any unexpected changes.
5. Use technological tools
Technological advances can be great allies when it comes to streamlining processes. For example, implementing talent management platforms that can track employee skills and performance, as well as predict or anticipate changes in the workforce, can help in making informed decisions.
6. Maintain a financial reserve
Build and maintain a financial reserve to deal with times of economic uncertainty within the organisation. To do this, diversify revenue sources to reduce dependence on a single market or customer and analyse different financial scenarios to assess the impact of possible changes in the economic environment.
7. Flexibility in organisational structure
Organisational structures should be rigid enough to maintain order, but flexible enough to adapt quickly to change. Thus, always seek to encourage internal mobility and cross-training so that employees can take on different roles as needed.
8. Interdepartmental collaboration
To move the company forward in times of uncertainty at work, all teams must be aligned to pursue the same goal. Therefore, promoting close collaboration between departments can motivate employees, and encourage team work to share information and find collaborative solutions. To do this, establish cross-functional teams that can effectively address emerging challenges.
9. Evaluate and learn from experience
Conduct periodic evaluations to analyse the effectiveness of implemented strategies, and learn from past situations of uncertainty at work, so as to adjust strategies accordingly. Use this performance review template and adapt it to your employees to get their perspective on the policies implemented. In addition, you can establish a continuous feedback loop to improve the organisation’s ability to manage uncertainty at work.
10. Maintain a positive approach
Business resilience starts with a good organisational culture. Therefore, always seek to foster a positive and proactive mindset among employees, celebrating successes and learning, even in times of uncertainty, to build confidence and motivation.
Managing uncertainty at work is not only about reacting to unforeseen events, but also about proactively preparing for inevitable changes in the business environment. This is achieved by combining anticipation, effective communication, a transformational and empathetic leadership style, as well as providing opportunities for continuous development, to face uncertainty with greater confidence.
Evaluation of the effectiveness of Emotional Support through the Kessler Psychological Distress Scale (K6)
Discover the power of emotional support in reducing anxiety and depression symptoms caused by uncertainty at work with the latest insights from our Kessler Psychological Distress Scale (K6) evaluation. This study measures the effectiveness of ifeel’s Emotional Support (ES) service, showing significant improvements in patients’ well-being over time.
The results show a 15.63% reduction in distress symptoms within just three weeks, demonstrating that emotional support equips employees to handle uncertainty more effectively and stay productive. Want to see how emotional support can benefit your team? Download the full report now and explore the proven impact on mental health and workplace productivity.
The Leadership Lens 🔎
.Effective leadership during uncertain times means prioritising transparent communication to keep employees informed and reduce anxiety while also demonstrating empathy to acknowledge and address the emotional impacts of change. Leaders must empower their teams, encouraging autonomy and flexible problem-solving, which enhances adaptability and agility. By strategically navigating challenges and being prepared to pivot as needed, leaders can sustain stability and foster a supportive, adaptable work culture that thrives even amidst unpredictability.
Trust the experts
At ifeel, we know that fostering an environment where employees feel safe to express their thoughts and be themselves improves workers‘ mental well-being and helps them manage emotions in times of work uncertainty, to get through VUCA environments.
To assist in this process, our team of psychologists specialising in mental well-being has developed a mental well-being program for companies aimed at helping companies enhance employee engagement and boost productivity.
This collaboration allows HR managers to receive personalised, data-based advice on the most effective measures for detecting employee mental health issues and assessing the workplace climate. It’s the best way to understand their needs.
Moreover, ifeel’s corporate mental well-being solution offers employees a structured mental health care service tailored to their needs at any given time.
We hope you found this article on managing uncertainty at work interesting. If you want more information about our mental well-being solution for companies, simply request it, and we will contact your team soon.
