Stable workplaces are successful workplaces. Workforce stability refers to the consistent retention of employees over time, marked by low turnover, high engagement, and a reliable, experienced team that drives long-term performance.
At its core, workforce stability means having the right people in the right roles for long enough to maintain productivity, preserve institutional knowledge, foster a positive work environment, and navigate change successfully.
Yet, for many organizations, workforce stability seems elusive. We can see its value, but getting to a place of stability with your team can feel out of reach. That’s where leadership development makes a powerful difference. When you invest in developing leaders at all levels, you give your people the tools to solve problems, build trust, and inspire others to stay and grow with the organization.
Common Contributors to Instability at Work
- Poor Leadership and Management
- Lack of trust in leadership, unclear direction, inconsistent feedback, or micromanagement can create an environment where employees feel unsupported or undervalued.
- Ineffective communication or lack of recognition can quickly lead to disengagement and turnover.
- Lack of Career Development Opportunities
- When employees don’t see a clear path for growth or advancement, they’re more likely to look elsewhere. This includes limited access to training, mentorship, or stretch assignments that help them grow their skills.
- Toxic or Unsupportive Work Culture
- High-stress environments, lack of psychological safety, exclusion, or workplace politics can cause people to disengage or burn out.
- A culture that tolerates poor behavior or doesn’t reflect shared values undermines stability.
- Uncertainty or Poor Change Management Practices
- Frequent restructuring, layoffs, unclear strategic direction, or lack of communication during change can leave employees feeling anxious or disconnected. Even necessary changes can destabilize a workforce if not managed well.
If you see these factors present in your workplace, providing leadership development opportunities to team members at all levels could transform your culture.
Building Stability Leader by Leader
People don’t quit their jobs, they quit their bosses. Too often, that’s because those in leadership roles haven’t been properly equipped to lead others effectively. Many organizations seek to develop their teams by starting with hard skills and technical expertise, while reserving leadership skills for the management ranks. But what if leadership skills were cultivated at every level?
If you want to unlock new levels of performance within your organization, consider rethinking your approach to talent. Rather than identifying select individuals for development, consider how you can leverage leadership development to support all team members. Strong cultures develop when team members, regardless of status, develop behavior-based leadership practices that allow them to thrive. By equipping team members with the foundational elements of leadership—credibility, decisiveness, accountability, vision, service, and collaboration—you not only increase workplace stability but also create the kind of healthy, high-performing culture where people want to stay and grow their careers.
Leading Change Well
Ambiguity is everywhere in today’s complex world. While none of us can predict the future, all of us can work to lead people through change more effectively. Every individual experiences an internal, emotional journey when dealing with change and transition. The more we’re aware of common reactions to change, the more we can navigate them successfully. When you build an organization full of leaders at all levels, the opportunity to embrace change more effectively increases.
To illustrate how leadership development contributes to stability during change, here are the key stages professionals often experience during transitions, along with leadership best practices that support progress toward positive outcomes:
Stage 1: Shock, Denial & Disbelief
When people first hear about a significant change, it’s common to feel surprised—or even stunned. This initial reaction often leads to denial or disbelief, as individuals look for signs that the change isn’t real or won’t last.
In the early stages of change, effective leaders provide clarity and create alignment. Alignment is created by clearly sharing where the change will take the team and why the course of action is necessary.
Stage 2: Frustration
Once the realization of change takes place, team members can typically express frustration or anger as they fully recognize that things are different.
During this stage, the best practice for leaders is to maximize communication. Leaders should focus on active listening—making space for people to voice concerns and feel seen and heard. At the same time, it’s important to reinforce clear, consistent messaging about the purpose and progress of the change. Acknowledging the emotional toll while reinforcing the value of the change helps people begin to move forward with less resistance and more trust.
Stage 3: Depression
Before the benefits of change are realized, it’s common for frustration to give way to low moods and poor morale. Individuals and teams can show up as if they’re lacking in energy.
During this stage, leaders should work to spark internal motivation. While you can’t compel others to be motivated, you can provide clear guidance as to why the change is worth it. Share why the change matters, offer guidance on how progress is unfolding, and celebrate small wins. By acknowledging the dip in mood and simultaneously sharing the early signs of success, you inspire hope.
Stage 4: Experimenting
As team members move beyond the low points of change, most will eventually begin taking action in new ways.
This is a key opportunity for leaders to offer development and support. When people begin leaning into change, equip them with the tools and training they need to succeed. Building confidence through learning helps solidify new capabilities and reinforces progress.
Stage 5: Decision & Integration
As people start to see the benefits of change, they make a deliberate choice to work within the new situation and begin to feel more positive. Eventually, changes are integrated into ways of working, and team members feel renewed.
As change is realized, it’s important for leaders to invite knowledge sharing. When teams can share their successes, not only is the journey toward change affirmed, but betterment elevates further as best practices become new norms and change is celebrated.
Lasting Stability
While change is constant, stability can be enhanced by developing leaders in your organization who are able to navigate uncertainty and are comfortable with ambiguity.
When employees are empowered to lead and equipped with the skills to influence outcomes and inspire others, the risk of instability decreases significantly. Instead, you end up with leaders who recognize the opportunities that come with change, value the consistency of strong leadership in their organization, and feel a sense of stability because retention is strong.
