Have you ever actually felt happy the morning after your phone automatically updates?  

Your phone’s new navigation or subtly different icon shape may grow on you over time, but that initial flash of annoyance is almost universal. 

It’s not about logic — it’s human nature. We’re hardwired to resist change. 

That’s why, when a business goes through a major transition, it needs a comprehensive change management plan to anticipate those reactions. Without one, employee frustration, confusion, or fear can slow progress and hurt performance. 

The right change management plan, combined with strong leadership and clear communication, helps employees feel confident and supported throughout the process. With guidance from leadership coaching, leaders can manage change more effectively — and even turn initial resistance into engagement. 

The Problem with Change 

It’s easy to understand why change can make employees uneasy.  

When a company undergoes major changes, employees may feel confused or uncertain about what’s now expected of them. They might be asked to alter or throw out processes that they’ve worked hard to hone, or abandon relationships with colleagues and managers that they’ve spent years cultivating. In some circumstances, they may even be afraid for their jobs.  

At the same time, employees might need to quickly adapt to a new culture, learn new tools or processes, and work with new teammates—all while trying not to disrupt day-to-day business.  

Unfortunately, this disruption takes a measurable toll. L.E.K. Consulting once analyzed 2,500 mergers and acquisitions across 25 years and found that shareholder returns drop an average of 10% in the years immediately following an M&A, one of the most common types of organizational change.  

Why does this happen? Leadership is often the common denominator.  

According to Prosci, communication breakdowns between leaders and employees are a leading reason a change management plan fails. Change resistance, unclear strategy, or poor project execution are also common — and all can be traced back to how leadership sets the tone. 

Even strong strategies fall apart if leaders take a top-down, authoritarian approach. Successful change requires balance: structure, transparency, and empathy.  

How to Improve Employee Morale During Change 

Knowing how to improve employee morale during change is one of the most important leadership skills. 

Empathy and communication must lead the way. These are the foundations upon which effective employee retention strategies are built, and they must be prioritized when carrying out a change management plan. Follow these steps: 

1. Overcommunicate 
   Announce the change early, explain why it’s happening, and continue to share updates throughout implementation. Transparency reduces anxiety and prevents misinformation.  

2. Listen to employees’ concerns 
   Two-way communication fosters trust. Give everyone, even your most change-resistant team members, a voice through surveys, town halls, or one-on-one check-ins.  

3. Reinforce and model the change 
   Employees naturally revert to old habits. Regular follow-ups and personal accountability help reinforce progress. Be a role model by adopting the new systems or processes yourself.  

4. Collaborate with employees 
   A Gartner report found that “the best organizations rely on their workforce, not just executives, to lead change.” Employees closest to the work often have the best ideas for how to make a transition successful. 

These efforts are essential not only for morale but also for retention. Leaders who communicate well and listen authentically lay the foundation for strong employee retention strategies that keep teams engaged even amid uncertainty. 

While these actions require patience and humility, they can be learned — and leadership coaching can make mastering them much easier. 

The Role of Leadership Coaching 

If you’re struggling with how to improve employee morale or motivate teams during change, working with a leadership coach can make all the difference.  

Coaches help executives recognize and shift the habits and mindsets that unintentionally create resistance or damage trust. For instance, a coach may help leaders: 

• Slow down rapid decision-making to allow for employee input 

• Balance urgency with empathy during transitions 

• Recognize the need for humility and openness to feedback 

• Strengthen emotional intelligence and communication  

Researchers have found that leadership coaching enhances collaboration, builds resilience, and improves emotional well-being during major transformations like mergers and acquisitions.  

These benefits have positive effects that spread throughout the entire organization, supporting the success of your change management plan, boosting engagement, and reinforcing long-term employee retention strategies. 

Lead Your Organization to Change Management Success 

Leaders who communicate transparently and listen authentically create workplaces where change feels empowering rather than disruptive. 

Leaders who communicate frequently and transparently can ease some of the doubts and confusion that a change brings. Those who listen to employees help them feel heard and validated. And those who work collaboratively to ensure employees’ hard-earned wisdom is incorporated into the change management plan cultivate a culture of respect and collaboration.  

To strengthen your leaders’ ability to manage transitions, partner with experts who specialize in mindset and behavioral transformation. 

For example, The Pacific Institute uses mental technology grounded in cognitive and behavioral psychology to help leaders overcome limiting beliefs and build positive, growth-oriented mindsets. This proven approach develops the emotional intelligence needed to execute a successful change management plan and lead teams confidently through transformation. 

Ready to guide your organization through change with clarity and compassion? Book a consultation to learn how leadership coaching can elevate your approach to change management and strengthen morale from the inside out.