You can’t always control the pace of organisational change. But you can create anchors that protect your mental load while things are in flux.
This isn’t about pretending everything is fine. It’s about reducing unnecessary strain while it’s not.
Anchor #1: Define your “next 30 days job”
Ask yourself (or your manager):
“For the next 30 days, what are the 1–2 outcomes I’m personally here to protect or deliver?”
Why it helps: it shrinks an overwhelming future into something workable. It also lets you confidently say “this matters most right now” when you get pulled in five directions.
If you don’t get a clear answer, keep asking until you do. That is not being annoying. That is protecting your effort from being wasted.
Anchor #2: Map your decision lane
Uncertainty skyrockets when you don’t know who decides.
Ask:
- “Which decisions am I still authorised to just make?”
- “Which ones now need to go through someone else?”
- “If I’m stuck, who do I escalate to first?”
Write the answers down. That removes a huge layer of low-grade anxiety (“Am I about to step on someone?”).
Anchor #3: Control what you can control (and name what you can’t)
Make a quick three-column list:
- Control – things you can directly act on (your workflow, your comms, your boundaries)
- Influence – things you can shape but not own (priorities, timelines, resourcing)
- Accept – things you can’t change right now (org design decisions, leadership structure)
This isn’t giving up. It’s energy triage. You stop spending hours mentally fighting things that are out of your lane.
Anchor #4: Keep a “wins and value” log
During change, people often feel disposable. That’s emotionally brutal.
Once a day, write one concrete way you created value or stability:
- “Kept X client calm.”
- “Caught Y issue early.”
- “Documented Z so it doesn’t fall between teams.”
This does two things:
- It protects your confidence and identity.
- It’s useful evidence in future role / performance conversations.
Anchor #5: Protect recovery basics
Change fatigue often shows up as “I’m exhausted but I can’t switch off.” Support recovery on purpose:
- Keep even small break rhythms (micro-breaks reduce elevated stress load).
- Block time where you’re not available to discuss restructure rumours.
- Keep sleep boundaries (no doom-scrolling late). Sleep is when your stress system recalibrates and processes emotion.
Further reading & resources
- WHO Guidelines on Mental Health at Work (2022). Clear expectation-setting and support during periods of high uncertainty.
- WHO & ILO (2022). Mental Health at Work: Policy Brief. Practical actions for leaders to manage workload and communicate during disruption.
- Sleep Health Foundation (Australia). Sleep Hygiene: Good Sleep Habits. Practical steps for better quality rest under stress.
Quick take-away:
You don’t have to control the whole future. You just need to be clear on “my job for the next 30 days” and protect your energy while you do it.