Planned change tends to create dissonance in the workplace, upsetting what is considered normal practice and the order of business. Unplanned and mandated change leads to disruption, confusion, and chaos. Today, the latter is common in most organizations as employees across different industries try to make sense of the implications for unplanned change in their respective futures.

As I reflect on the implications of this chaos, I cannot help but also think about the emotional upheaval being felt. Individuals speak to me about their anxieties, stress, and physical symptoms such as headaches, tenseness in their bodies, and a lack of focus on their work. If we are being distracted by micro-changes to our career future daily, our performance will be impacted. 

Another emotion in response to change, but perhaps not recognized, is a sense of loss. The Kubler-Ross model of death and dying (1969) and grief and grieving (2005) seem appropriate to mention. The first experience is that of shock and disbelief, followed by denial. Although there may have been pronouncements about change that would come, now that it has arrived in our work and personal lives, disbelief has set in. Another response to loss is anger. This emotion, along with frustration and other feelings are felt. In university settings, students, faculty, and staff are angry with their leaders because they are not providing definitive responses about the future. Will I still have my scholarship? Will my office close?  What happens to the promotion I was expecting? Many try to understand their changing emotions, but a sense of loss cannot be overlooked.

In these times of disruption, chaos, and upset, compassion is necessary. In short, this means expressing concern, sensitivity, and care for others. This may be through demonstrating empathy, listening, and other forms of nonverbal communication. Although it is not possible to understand the depths of another person’s upset, demonstrating compassion will be felt and understood.