Why your check-ins matter more than ever during change
Why your check-ins matter more than ever during change
5 minutes
When change is announced at work, whether it’s a restructure, redundancies or new reporting lines, uncertainty tends to follow. It’s human nature. Even with the clearest intentions and strongest planning, people are often left wondering, “Will it be me?” or “Am I next?”
That feeling of unease doesn’t just live in the background. It can impact how teams operate, how people connect, and whether they feel safe enough to keep showing up as their best selves. Trust, motivation and collaboration can quickly take a hit.
As a leader, this is one of the most important moments to lean in. You might not be able to change what’s happening, but you can change how people feel about going through it.
In uncertain times, it’s easy to focus all our energy on communication plans. What’s the message? How do we explain it? What happens next?
But people don’t only need information. They need connection. They need to feel seen and supported. They need to know their concerns aren’t being brushed aside in favour of moving forward at full speed.
That’s where regular one-on-one check-ins come in. They don’t have to be formal or long, but they do need to be genuine. A check-in is your opportunity to pause, acknowledge the moment and ask someone how they’re really doing.
According to EY’s Belonging Barometer, regular check-ins can increase a person’s sense of belonging by up to 45 per cent. That sense of belonging is critical. It gives people a reason to stay engaged and trust that they’re still valued, even when things are shifting around them.
One of the biggest misconceptions about leadership during change is that you need to have everything figured out. But that’s not what people are looking for. They’re looking for presence. They want to know someone is in their corner, even if things are still evolving.
So what should a good check-in look like during periods of uncertainty? Start with curiosity and care. Instead of defaulting to “How’s work going?”, try questions like:
- How are you, really?
- What’s on your mind at the moment?
- What’s feeling unclear or worrying right now?
- What do you need to take care of yourself?
- How can I support you best?
You might also want to talk through their current workload. It’s common for priorities to shift during change, but often people don’t feel they have permission to drop or delay anything unless it’s explicitly said. You can help by asking:
- What feels most important for you to focus on right now?
- What could we pause, delegate or defer to create a bit more space?
- Is there anything you feel unsure about prioritising?
These small adjustments show that you’re aware of the pressure and actively helping them navigate it.
The best leaders aren’t necessarily the best speakers. They’re the best listeners. And in times of change, that becomes even more true.
You don’t need to solve everything in the moment. Just being willing to listen, reflect back what you’ve heard and hold space for someone’s experience can make all the difference. Often, it’s less about saying the perfect thing and more about being fully present.
If you don’t know the answer to a question, it’s OK to say so. People value honesty. Saying “I don’t know yet, but I’ll find out” is far more reassuring than saying nothing at all.
And if someone shares something difficult or personal, let that be enough. You don’t need to fix it. Just acknowledging it with care and compassion builds trust.
Leadership in times of change doesn’t have to be complicated. Most of the time, it comes down to a few simple things: show up, check in, listen well and repeat what matters.
People can cope with change. What they can’t always cope with is silence, inconsistency or feeling invisible.
Use our Leading through Change: Your Check-in Add-On to help your team feel supported, even if everything else feels uncertain.
Your next check-in might seem like a small thing. But for someone else, it could be the moment that helps them stay steady, feel seen and remember that they’re not alone.
