March 23, 2026 | The HR Playbook
If you are an HR leader today, you will likely agree: this is one of the most complex and challenging periods in recent history.
Geopolitical uncertainty and rising employee anxiety have created an environment where employees are navigating change and adapting to evolving circumstances. In times like these, the role of HR extends far beyond policies and procedures. HR leaders are increasingly expected to serve as stabilizing forces within their organizations—guiding teams through change and evolving circumstances while maintaining morale, productivity, and trust.
Across the UAE and wider GCC, proactive government measures have helped foster a stable and supportive environment for both employers and employees. By promoting workforce wellbeing, flexibility, and business continuity, authorities are enabling organizations to adapt and thrive—reinforcing resilience and a people-first approach across the region.
In these unpredictable times, employees look to leadership not only for direction, but also for reassurance that their wellbeing is understood and supported. With that in mind, here are some practical and easy-to-implement ways to support your teams during challenging periods.
1. Make Space to Discuss Ongoing Events
Ongoing events and regional developments can be sensitive topics to approach, and it may feel easier to avoid them altogether. However, what you, your employees, and colleagues are experiencing is different from typical work conditions—and treating it as such can feel isolating.
Instead, one strategy suggested by Harvard Business Review (2022) is to set aside time at the beginning of team meetings to check in on employees and allow them to share their concerns. For those experiencing higher levels of distress, peer support groups can also provide an outlet for connection and reassurance.
2. Establish Flexible Working Arrangements
As noted by Farrer & Co (2024), “During times of crisis, flexibility can be a lifeline for employees.” When individuals are dealing with uncertainty, family responsibilities, or emotional distress, rigid working structures can add unnecessary pressure.
Where possible, organizations should consider offering flexible working hours, remote work options, or temporary adjustments to workloads. These measures enable employees to manage their personal circumstances while remaining engaged and productive. Even small gestures of flexibility can signal understanding and support, helping employees feel recognized and supported.
3. Maintain an Open-Door Approach to Communication
Fostering open and transparent communication is critical in periods like these. Employees may have questions, concerns, or personal challenges that impact both their wellbeing and performance.
An open-door policy—whether physical or virtual—encourages employees to speak up and seek support. By actively listening and maintaining regular communication, HR leaders can build trust, address concerns early, and create a sense of psychological safety across the organization.
Supporting You Through Uncertainty
At Fisher, we understand the pressure HR professionals face in times like these. You are not only navigating your own uncertainty, but also supporting entire teams to remain focused, resilient, and moving forward.
If you are navigating these challenges, we can support you with practical, tailored solutions—from strengthening employee engagement and communication frameworks to implementing flexible workforce strategies that drive stability and performance. Reach out to learn how we can help you build resilient, people-first organizations during uncertain times.
References
BusinessWiz. (2022, May 9). Building resilience and supporting your employees in a global crisis. https://businesswiz.fi/building-resilience-and-supporting-your-employees-in-a-global-crisis/
Farrer & Co. (2024, September 19). Supporting employees during times of crisis. https://www.farrer.co.uk/news-and-insights/supporting-employees-during-times-of-crisis/
Forbes Business Council. (2025, March 10). How leaders can support their employees in times of crisis or disaster. Forbes. https://www.forbes.com/councils/forbesbusinesscouncil/2025/03/10/how-leaders-can-support-their-employees-in-times-of-crisis-or-disaster/
Harvard Business Review. (2022, March 7). How to talk to your team about distressing news events. https://hbr.org/2022/03/how-to-talk-to-your-team-about-distressing-news-events
