Workforce panic is dominating the public discourse right now.

If you’ve been talking to clients in the federal government or nonprofit sector, you already know—they’re freaking out. Job uncertainty is at an all-time high. People are either voluntarily exiting or getting forced out, and it’s happening fast.

It’s a real fear.

Last week, I had a career coaching call with a client who is a high-level bio-researcher in the federal government. She wasn’t laid off, but she was already preparing for the worst:

👉 “I need to get another job before I lose this one.”

She’s not alone.

So many clients are terrified right now. And when people are scared, they make reactive decisions—sometimes smart ones, sometimes ones they’ll regret later.

Our job?

To help them slow down, breathe, and think clearly before they make a move they don’t need to make.

Dealing With Clients in Full-On Panic Mode

If you’re seeing this pattern with your own clients, it’s easy to get caught in their hysteria.

But that will prevent you from truly serving your clients and giving them what they most need right now.

Here’s what I recommend:

1️⃣ Listen. No, really listen.

When someone’s panicking, the worst thing you can do is shut them down with logic too soon. Let them talk. Let them unload. You have to understand where their fear is coming from before you can help them manage it.

2️⃣ Put the fear into perspective.

A lot of people think they’re being targeted because they work in the government. But not all sectors are at risk.

• If they work in DEI, yeah, we should probably start looking because that’s getting slashed left and right.

• But if they’re in research, tech, or pharmaceuticals? They might be panicking for nothing. Hell, the private sector is probably looking at this upheaval thinking, ‘Great, we can steal top talent!’

3️⃣ Give them something to do—without letting them act on pure fear.

We all know this: clients need to feel like they’re doing something and making progress.

But that doesn’t mean they should start applying to every job on LinkedIn at 2 a.m. out of sheer desperation.

Instead, give them one thing they can do today to feel more secure without making a rash decision.

We don’t need to flip the table over just yet.

4️⃣ Help them separate reality from doomscrolling.

People are reacting to headlines, social media, and worst-case scenario thinking.

This is despite the fact that 90% of what we worry about never actually happens.

We need to recenter them in reality instead of letting them spiral.

What’s Next for the Job Market?

I doubt this holding pattern isn’t ending anytime soon.

Before the election, companies were already waiting to make hiring decisions. The hope was that once the election was over, businesses would have more confidence in the economy and start ramping up hiring again.

That’s not what’s happening.

Instead, companies are still frozen. They’re watching, waiting, and avoiding big decisions. So this “let’s sit tight” strategy is probably going to last another few months.

So, What Do We Tell Our Clients?

This is where managing expectations comes in.

In a good economy, we tell clients to expect a 3-month transition period into a new job. Right now, it’s going to take longer.

The jobs are there, but getting to them is harder. The process is slower and panic-reacting won’t make it go faster.

If clients expect this to be a quick and easy transition, they’re setting themselves up for frustration.

The Big Takeaway for Career Coaches

The next few months are going to be a test of patience for both us and our clients.

But if we can help them step out of panic mode, put a plan together, and make calculated moves, we’re setting our clients up the best way we can.

We’re the calm in their storm.

Now, over to you: What’s been working for you when coaching clients through all this?

Hit reply and let me know.

Stay steady,
Heather

🚀 If you don't already, FOLLOW ME on LinkedIn.

💡 To learn more about me and what I do, visit my WEBSITE!

🔥 Get access to my free 4-day course for career coaches HERE.