How to help people thrive through change

We all experience a multitude of emotions in the face of change. For some of us, change can bring uncertainty, fear and loss; for others, it can evoke optimism and hope with the potential for growth, learning and opportunities.

As a psychotherapist and founder of Self Space, a fast-scaling contemporary mental health service,

I’ve had the privilege of standing alongside hundreds of people as they experience the natural emotions that come with change.

I’ve learned that while individuals may experience change differently, our fundamental needs remain the same. Here, I will guide you through these needs with practical tips on how you can empower your employees to thrive.

So what do people really need?

Maslow’s hierarchy of needs, founded by American psychologist Abraham Maslow, is a five-step framework for psychological health that can lead to self-actualisation (the gold star of feeling good!)

Maslow’s hierarchy of needs, founded by American psychologist Abraham Maslow, is a five-step framework for psychological health that can lead to self-actualisation (the gold star of feeling good!)

1. Physiological needs
   At the foundational level, humans need food, water, clothing, sleep and shelter to survive. In the workplace, this means ensuring employees have access to proper nutrition, hydration and a comfortable working environment.
   
2. Safety and security
   Moving up the hierarchy, safety and security needs come into play. Employees seek a workplace that provides a safe physical environment, job security, fair treatment and protection from harassment or discrimination.
   
3. Love and belonging
   The need for relationships and a sense of belonging is vital, relating to our emotional need for connectedness and being a part of a group. Creating a supportive and inclusive work culture builds a sense of belonging and positive relationships among colleagues, encouraging teamwork and collaboration.
   
4. Self-esteem
   Self-esteem is an integral part of Maslow’s hierarchy, tied to self-worth, accomplishment and respect. Acknowledging and recognising achievements, providing opportunities for development and offering meaningful feedback can boost self-esteem and motivation.
   
5. Self-actualisation
   At the pinnacle of the hierarchy is self-actualisation. Supporting your employee’s aspirations, encouraging creativity and allowing autonomy in decision-making can empower individuals to reach their full potential.
   

Creating space to think about these needs is very helpful, particularly during periods of change. Here are five ways you can guide your team to the gold star of feeling good:

Cultivate a sense of community

In times of change, you might find people break off into groups which can create challenging dynamics.

What to do instead: Find ways to create a sense of togetherness, community, and belonging by encouraging team-building activities, facilitating open communication and collaboration and promoting shared goals.

Don’t tell them you “should”

No one responds well to being told they should be ok, do better, or feel a certain way.

What to do instead: Remove expectations and allow people to transition through change in their own time and in their own way. Encourage open dialogue, active listening, and provide support tailored to individual needs and emotions without judgement.

Prioritise mental and physical wellbeing

Neglecting our bodies and minds can leave us feeling stressed, overwhelmed and burned out.

What to do instead: Create opportunities for reflection, sharing and nurturing by encouraging self-care practices such as mindfulness, exercise and journaling. Organise team-building activities, virtual coffee breaks, or lunchtime discussions where employees can share experiences, challenges and successes with one another.

Make yourself available

Showing up with a mask concealing how you really feel can look defensive and shut people off.

What to do instead: Make sure you and your leadership team are available and open to conversations. By being present and accessible, you can build trust, enhance transparency and demonstrate your commitment to supporting your team through the challenges of change.

Embrace a collaborative approach

When we feel we have little or no control, we might obsess about the future and become paralysed into inaction.

What to do instead: Involve your team in the decision-making process and consider their perspectives when making important choices that affect their work. This collaborative approach creates a sense of ownership and responsibility, helping them to navigate change with a greater sense of purpose.

By acknowledging that everyone experiences change differently while recognising our shared human needs, you can create a workplace where individuals not only survive change but thrive in the face of it.