Even though we may like to think of ourselves as flexible and innovative, the reality is that we fall into routines at work and get comfortable. That’s good, because we can find what works best and then do it, but sometimes we need to change how we do business, and that can be awfully stressful. Anytime you introduce stress into a workplace, especially in knowledge based or creative work where focus is important, you can hurt productivity.

So, the trick is to make change as easy as possible.

The best way to do this is to introduce change over time. Consider making small changes along the way as needed rather than waiting until a big change is required. This allows you to be a bit more proactive, to control the factors that lead to big changes, so that maybe, just maybe, you control your circumstances rather than them controlling you.

This is an ideal situation, of course, and is not always possible. In many cases, big changes are suddenly forced upon you. You get a big new client, or maybe a big client leaves. You get a new boss, or maybe YOU become the boss. These kind of environmental changes often require major adaptation within the firm. This can really be unsettling for your employees, and since unsettled employees are not the best situation for you, you need to find a new comfort zone and move everyone to it as quickly and painlessly as you can.

First, you need a plan for the changes. You should not just do them ad hoc, because you are more likely to do something that just causes more problems. Take the time to sit down and figure out where you want to be, where you are now, and what steps you need to do to move from A to B. Spending a little time up front plotting your path can save you a lot of time fixing mistakes and getting back on track later.

Try to introduce change as gradually as possible. Doing too much too fast can really confuse people. If you need to reduce your workforce, try doing so through attrition rather than through layoffs. If you are moving from in-the-office to remote working, do it a couple days a week at first rather than going to 100% right away. Let people try on each change and find a way to make it fit rather than changing everything at once.

Be open and transparent about what is happening. Share your change plan with your employees so they know what is coming — fear of the unknown can be your worst enemy. Be upfront about why this change is necessary, so they understand it is not just “change for the sake of change.” You will be amazed by how many problems can be avoided by open communication.

Watch for trouble within your workforce. If you see someone really getting rattled by what is happening, do not be afraid to take them aside and talk to them one on one. You are not coddling your employees if you do this, you are just helping them feel a little more secure about their paycheck, and there is nothing unusual about the need for that.

Learning how to manage and lead change is one of the most important things you can do as a leader. Leadership is pretty easy when things seem to be running on autopilot, it’s when change is needed that life can get tough for you and your employees. It is important that you and your team not be afraid of change, and if you put some thought into it and are open about it, you won’t be.