How to keep employees engaged during times of change

Change is a natural part of running and growing a business, but it can also create uncertainty for employees. Uncertainty due to change can come from introducing new systems, navigating economic shifts or scaling your team. Maintaining strong employee engagement is essential to keeping your workforce motivated and productive.

Insights from the Canada workplace trends for 2026 guidebook revealed that expectations around support are rising. 83% of employers believe they have a responsibility to support employees’ physical well-being, while 87% say the same about mental well-being.¹ Embedding well-being into everyday practices, not just offering it as a benefit, can make a meaningful difference in how people experience change.

Explore detailed benchmarks and frameworks in our
Canada workplace trends for 2026 guidebook.

Why employee engagement matters during change

Employee engagement reflects how connected and committed employees feel to their work and workplace. During periods of change, whether it’s growth, restructuring, new technology or shifting market conditions, engagement can quickly decline if employees feel uncertain or unsupported. According to ADP Research’s Today at Work Issue 1, workers who feel their jobs are safe are 3.3 times more likely to be highly productive, 2 times more likely to have no intention of leaving and 6 times more likely to be fully engaged. A disengaged employee can affect productivity, customer experience and team morale.

Common challenges employees face during change

When change isn’t managed effectively, employees may experience:

• Uncertainty about job security or future roles
• Lack of clarity around expectations and priorities
• Increased workloads or shifting responsibilities
• Inconsistent or limited communication from leadership
• Feeling undervalued or disconnected from the business

Recognizing these challenges early can help employers take proactive steps to support their teams.

8 ways to keep employees motivated and engaged

1. Communicate early and often: Clear, consistent communication helps reduce uncertainty and build trust. Share what’s changing, why it’s changing and how it may impact the team. Even when details are still evolving, transparency can go a long way.
2. Create space for two-way feedback: Engagement involves a great amount of listening. Regular check-ins, pulse surveys or informal conversations give employees a chance to voice concerns and feel heard.
3. Recognize and reward contributions: Acknowledge individual and team efforts, celebrate milestones and reinforce the behaviours that support your business goals.
4. Provide stability where you can: Not everything needs to change at once. Maintaining consistency in areas like payroll and scheduling can create a sense of stability. Accurate and timely pay can reinforce trust and reliability.
5. Support managers as engagement drivers: Managers play a key role in shaping the employee experience. Equip them with the tools, information and confidence they need to lead conversations, address concerns and keep teams aligned.
6. Invest in growth and development: Change often creates new opportunities. Offering training, upskilling or career development support can help employees feel more secure and motivated about their future with your organization. According to ADP Research’s Today at Work Issue 1, workers who felt their employer invested in their skills development were 5.3 times more likely to feel secure at work.
7. Use technology to stay connected: The right talent and payroll tools can make it easier to communicate, gather feedback and track engagement trends. They can also reduce administrative burden, allowing business owners and managers to focus more on supporting their people.
8. Focus on work-life balance: According to the ADP Canada Happiness@Work Index, work-life balance and flexibility remained the top contributor to overall satisfaction for Canadian workers, holding steady at 6.9 out of 10 in March. Employees want to know that their organization invests in their well-being, and leaders and decision-makers can exhibit that through flexibility at work.

How HR and payroll solutions can support engagement

Managing change is easier with the right foundation in place. HR and payroll solutions can support employee engagement by:

• Providing a central place for employee information and communication
• Offering real-time insights into workforce trends and performance
• Facilitating timely payroll
• Supporting recognition, feedback and performance management processes
• Reducing administrative tasks so leaders can focus on people

Signs your engagement strategy is working

While engagement can be difficult to measure directly, there are other clear indicators that your efforts are making an impact, such as:

• Improved employee retention
• Higher participation in feedback and engagement initiatives
• Increased productivity and collaboration
• More positive employee sentiment and workplace culture

Turning change into opportunity

Change is a constant in today’s workplace, but it doesn’t have to disrupt your team. With a thoughtful approach to communication, recognition and support, businesses can maintain strong employee engagement and build a more resilient workforce.

If you want more guidance on managing your people and navigating change, explore our small business toolkit and the latest workplace insights in the Canada workplace trends for 2026 guidebook. These resources offer practical strategies, expert insights and actionable tips to help you support your employees and grow your business with confidence.

Infographic Top trends and priorities for 2026

FAQs

1. ADP Canada, Canada workplace trends for 2026 survey, internal analysis, 2025

This resource offers practical information concerning the subject matter and is provided with the understanding that ADP Canada is not rendering legal or tax advice or other professional services.