How leaders can boost wellbeing and productivity during times of uncertainty

Periods of uncertainty test every part of the employee experience. When priorities shift, workloads change, and employees are asked to adapt quickly, it becomes harder to maintain focus, motivation, and a sense of balance.

For leaders, the challenge is not just keeping work moving, it’s helping people stay engaged, supported, and productive without pushing them into burnout.

That matters because wellbeing and productivity are deeply connected. When employees feel secure, supported, and clear on what matters most, they are better able to contribute consistently and perform well through change. But when uncertainty is poorly managed, both wellbeing and output can suffer.

This is especially important in today’s environment, where employees may be facing pressure from multiple directions at once. Our research found that 36% of Australian and New Zealand employees say cost-of-living pressures are causing them to feel less engaged at work, while 61% of Australian employees and 64% of New Zealand employees say financial stress has impacted their productivity. These findings are a reminder that uncertainty at work rarely exists in isolation, it often intersects with financial pressure, emotional strain, and competing demands outside of work too.

The good news is that leaders can take practical steps to help teams navigate uncertainty more effectively. By creating clarity, encouraging manageable progress, and reinforcing healthy habits, organisations can support employee wellbeing while sustaining performance.

Here are five strategies leaders can use to manage competing priorities and boost employee productivity and wellbeing during times of uncertainty and change.

1. Create clarity by narrowing priorities

Uncertainty often creates noise. New requests appear, timelines shift, and work that once felt straightforward becomes harder to navigate. In these conditions, one of the most valuable things leaders can do is create clarity.

That starts with helping employees distinguish between what is urgent, what is important, and what can wait.

A simple way to do this is by using the Four Ds:

Once work has been assessed, leaders should encourage employees to focus on three meaningful priorities per day rather than trying to make progress on everything at once.

This matters because a long to-do list can create the illusion of productivity while actually increasing stress and reducing follow-through. Narrowing focus helps employees experience small wins, and those wins are important. In uncertain periods, a sense of progress can be one of the strongest antidotes to overwhelm.

This is also where goal-setting can help. Personal goals encourage employees to focus on consistent, achievable progress rather than perfection. That can be especially useful during change, when people may need extra structure to stay motivated and grounded.

2. Focus on value, not visible busyness

During periods of uncertainty, employees can easily fall into the trap of overworking without moving the right things forward. Meetings multiply. Messages become constant. People stay busy in an effort to stay useful.

But busyness is not the same as productivity.

Leaders should help teams shift their attention from activity to value. Instead of asking how much employees are doing, ask what they are moving closer to delivering.

Questions like these can help:

• What are you working on today?
• Which piece of work will create the most value?
• What is the next step that will move this forward?
• What support do you need to make progress?

These kinds of conversations reduce unnecessary pressure and help employees focus their time and energy more effectively. They also reinforce a healthier understanding of performance, one based on meaningful outcomes, not constant visible effort.

Goals and challenges can support this mindset too. Self-guided goals help employees focus on purposeful action, while team challenges can create momentum around positive behaviours and shared outcomes. In both cases, the emphasis is on progress and participation, not just activity for activity’s sake.

3. Use coaching to help employees move forward

When employees feel uncertain, it’s natural for leaders to want to jump straight into problem-solving. But often, the most effective support comes from coaching rather than directing.

A coaching approach helps employees think clearly, identify practical next steps, and regain a sense of control. One useful model is GROW:

The value of this framework lies in its simplicity. It creates a structure for productive conversations that move people from feeling stuck to identifying a way forward.

This is particularly useful during change, when employees may feel uncertain not just about what to do, but about where to start. Helping someone identify one clear next action can reduce overwhelm and rebuild momentum.

A goal-oriented mindset also supports resilience more broadly. When employees can see what they are working towards, whether in their role, their development, or their personal wellbeing, uncertainty feels more manageable. That’s one reason tools like habit tracking, step goals, and custom wellbeing goals can be so powerful. They help employees focus on actions within their control, which is especially valuable when other factors feel less predictable.

4. Reinforce motivation through recognition and Goals & Challenges

Uncertainty can take a real toll on motivation. When employees are dealing with change, ambiguity, or external pressure, progress can feel slower and effort can go unnoticed. That’s why leaders should be intentional about reinforcing motivation in ways that feel meaningful.

Recognition is one of the most effective tools available. Our research found that 32% of employees say recognising and rewarding employees for their contributions would enhance workplace wellbeing, while 49% of Australian and New Zealand employees say receiving recognition and rewards makes them feel more productive.

We also found that:

• 84% feel more connected to their team when they receive recognition
• 79% would like more recognition from managers
• 70% want more recognition from colleagues
• 20% say they rarely feel recognised or appreciated

Recognition helps employees feel seen, valued, and connected, all of which matter even more during periods of uncertainty.

Alongside recognition, Goals & Challenges can help sustain motivation over time. Self-guided personal goals encourage employees to focus on their health, wellbeing, learning, and personal growth. Features like step counters, habit tracking, wearable device compatibility, and custom habits allow employees to set goals that are relevant to their own routines and priorities.

At the same time, team challenges and organisation-wide leaderboards can build connection and energy across the workforce. Friendly competition, virtual races, and shared milestones help bring people together and create momentum, even when teams are navigating change. These experiences can also encourage greater participation in recognition, rewards, and broader engagement strategies.

Together, personal goals and collaborative challenges help create habits that stick and cultures that perform, an especially valuable combination when organisations need resilience as well as results.

5. Make wellbeing support practical and easy to access

During uncertain times, leaders should not assume employees will proactively seek out support. If wellbeing tools are hard to find, unclear, or feel disconnected from day-to-day work, they are less likely to be used.

That’s why support needs to be practical, visible, and easy to access.

This includes mental wellbeing support such as Employee Assistance Programs, coaching, and educational resources, but also broader forms of support that address the full employee experience. Financial wellbeing tools, employee discounts, wellbeing content, and flexible ways to build healthy habits all play a role.

The need for this is clear. Among employees who rated their employer’s mental wellbeing support as excellent or good, only 17% said they frequently experience loneliness at work. Among those who rated that support as poor, 42% said they frequently experience loneliness.

And because financial pressure is a major source of uncertainty for many employees, organisations should also consider support that eases day-to-day strain. We’ve found that eight in 10 Australian and New Zealand employees say it would be helpful if their employer offered discounts on groceries and petrol, while six in 10 say financial wellness programs would be helpful, including budgeting tools and financial coaching.

When support is embedded into the employee experience, leaders make it easier for people to look after themselves while continuing to contribute effectively.

Helping teams stay grounded through change

Uncertainty can’t always be removed, but it can be managed more effectively.

Leaders play a critical role in shaping how employees experience change. When leaders create clarity, focus attention on meaningful work, reinforce progress, and provide practical support, they help people feel more capable and less overwhelmed.

That doesn’t mean every day will feel easy. But it does mean employees are more likely to stay connected, motivated, and resilient through the ups and downs.

In practice, that might mean:

• Helping someone simplify their priorities
• Recognising progress before a final outcome is reached
• Encouraging a break before burnout sets in
• Creating a team challenge that builds connection and momentum
• Giving employees tools to work towards personal wellbeing goals in manageable ways

These actions may seem small, but together they create a culture where people feel supported to navigate uncertainty without losing sight of performance.

Build resilience with Reward Gateway | Edenred

At Reward Gateway | Edenred, we help organisations support employee wellbeing and productivity through change with one connected employee engagement platform.

From recognition and rewards to wellbeing resources, financial support, employee communications, and Goals & Challenges, our solutions help employers create happier, healthier, and more resilient workforces. 

During times of uncertainty, the organisations that stand out are the ones that make support visible, progress achievable, and engagement sustainable.

Looking for better ways to support your people through uncertainty? See how Reward Gateway | Edenred helps organisations boost wellbeing, engagement, and productivity with recognition, rewards, savings, and Goals & Challenges in one connected platform.