The Human Side of Change: Engaging Managers and Employees in Uncertain Times

Gallup’s recently released State of the Global Workplace: 2025 Report delivers a sobering message: Employee engagement and wellbeing are on the decline, leading to hundreds of billions of dollars in lost productivity worldwide.

The group seeing the most significant drop? Managers.

Today, only slightly more than a quarter (27%) of managers are engaged, according to Gallup. And since managers have a deep impact on the employee experience, further declines in already low employee engagement levels could be next. Only 21% of global employees are currently engaged, while 62% are not engaged and 17% are actively disengaged.

What’s driving the disengagement? Persistent disruption and change, from hiring booms and busts, post-pandemic retirements, and flexible work arrangements — to restructurings, shrinking budgets, shifting customer expectations, and of course, the rise of AI in the workplace.

At ROI, many of our clients have raised the alarm for years: The pace of change can wear people down. “Relentless,” as one manager recently put it. Even companies with strong engagement scores often see troubling signs in their internal pulse surveys. Stress and burnout are common themes, echoing Gallup’s findings. Write-in comments like “Constant change is confusing and stressful” and “Not enough people to do the work” show up again and again.

And now, AI is adding another layer of complexity. In the rush to embrace new technologies and drive innovation, one important thing is often forgotten: We’re human. Even the most adventurous among us want some sense of direction, support along the way and a bit of security. That’s the real challenge for organizations and their managers — to lead with confidence when the future is fuzzy, the path is unclear and change is constant.

As internal communicators, we know that during times of intense change, communication is mission-critical. So how can we help at this pivotal moment? Here are a few ways:

Work with leadership to map out the path ahead, even if it’s still evolving. Clarify what’s known and what’s not. What’s changing, and what’s staying the same? What’s being considered? Help people make sense of the journey as it unfolds by sharing that vision and providing regular updates at meetings and through other channels. Great visuals provide clarity and focus, making it easier for people to absorb and engage.

Managers are employees’ most trusted source of information — and they’re also among the most overwhelmed. Partner with HR to provide simple, actionable tools that help managers connect, communicate and engage their teams. Think one-pagers, not 10-page guides. And don’t forget: Managers need support too. Create manager-only forums where they can learn from each other, hear from senior leaders, and feel connected and inspired. These touchpoints are essential for their own engagement and wellbeing.

Regular updates on where the company is heading are just the starting point. To truly engage people, go further: Create ways for them to contribute new ideas, make progress and solve problems. Whether it’s contests, hackathons, test labs or something unique to your culture, involvement drives engagement and ownership. Develop two-way opportunities that fit with your culture. You never know where the next great idea will come from, and in the meantime you’re building interest, understanding and support for what’s ahead.

When things are busy, learning often takes a back seat. But it’s exactly what people need to adapt, reinvigorate and innovate. Partner with your learning and development colleagues to promote learning in fresh ways, such as with fairs, company-wide learning days or success stories. Busy organizations are experimenting with new options, like “5-minute inspirations” that give people a quick hit of knowledge and ideas related to particular challenges or goals. Help people see the value of ongoing learning and take charge of their own development.

At ROI, we’ve been helping clients engage employees through intense change for over two decades. From strategy transformations and M&A to reorganizations and beyond — this is our sweet spot. Whether you need advice, a strategy or hands-on support, we’re here to help.

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