Navigating Market Uncertainty: 13 Resources to Help Lead in 2025
Few companies worldwide are unaffected by U.S. policies, especially those affected by tariffs and other new monetary policies imposed by the Trump administration. Anticipated tariffs—and the uncertainty of what’s to come—have wide-ranging effects from pricing to supply chain disruption, and significant impact on workforce strategies and productivity.
This resource has been created for i4cp members to help navigate the myriad and serious risks that market uncertainties pose.
Adjusting strategies
As the market causes enterprise strategy and projections to shift, i4cp’s People-Productivity Chain™ model (PPC) can help organizations gain clarity and alignment by posing essential questions.
- Apply the PPC using i4cp's Strategy Execution Toolkit to frame strategic planning discussions (taking organizational culture and talent into account) and leverage i4cp’s Disruption Readiness Assessment.
- i4cp’s Change Management Toolkit provides a practical framework to map out and communicate organizational change.
Reducing headcount
One-third of HR leaders surveyed anticipate a reduction in headcount, with another third in wait-and-see mode. The organizations that reduce headcount purposefully and elegantly will be better positioned when the market swings upward.
Redeploying talent and tasks
Reducing headcount won’t mean there will be less critical work to do. Companies that embrace internal mobility, combat talent hoarding, and are serious about deconstructing work and operationalizing AI are well-positioned to redirect employees to high-impact projects.
- i4cp’s Talent Ecosystem Integration Model
- Guidebook: Talent Mobility & Internal Talent Marketplaces
- Workforce Readiness in the Era of AI
Empowering managers with tools to ensure engagement and maintain trust and performance
RIFs, work overload, and even the threat of uncertainty can have significant impact on engagement, productivity, trust, and ultimately retention, especially among top talent. Managers should proactively address talent risk and recalibrate teams due to talent loss or movement with tools and guidance.
- Sample Stay Interview Questions
- Leader’s Guide to Optimize 1:1 Meetings
- Trust and Innovation Exercise, and other collaboration tools
- Unlocking High Trust: The Key to Sustainable Performance and Productivity
Thriving through change, disruption, and uncertainty
Change-averse cultures often emphasize individual incentives, rigid hierarchies, and complacent behaviors. In contrast, 73% of HR decision makers who described their organizational culture as "very healthy" said their companies view change as expected, manageable, and—most importantly—an opportunity. The following resources can help position your organization for long-term adaptability and success
Change-averse cultures are characterized by those that focus on individual incentives, rigid hierarchies, and complacent behaviors. In contrast, 73% of surveyed HR leaders who described their organizational cultures as "very healthy" said their companies view change as expected, manageable, and most importantly—as an opportunity. These resources can help future-proof organizations for long-term adaptability and success:
- The Future-Ready Culture study highlights key elements of healthy cultures, metrics and KPIs, and recommendations to become more future-ready.
- How Microsoft’s Culture Continues to Drive Innovation and High Performance, featuring perspective from Kathleen Hogan
Need additional support?
Ahri, i4cp’s AI HR Assistant, is ready to help. Or pose questions to your peers in the i4cp community's Expert Network to get quick feedback and guidance.
And finally, contact us if you need help applying i4cp’s research and resources to your organization and culture.
