​"Tech anxiety" has become a staple in our professional lexicon. Once a buzzword, it has now evolved into a deeply ingrained feeling that employees—from front-line caregivers to administrators—grapple with regularly. As leaders, we’re tasked not only with driving digital transformation but also with guiding our teams through the psychological challenges that come with it.

After decades of navigating the business world’s evolving digital landscape, I can tell you this: tech anxiety isn’t going anywhere. However, what can—and must—change is how we approach it as leaders. Here’s how forward-thinking leadership strategies can make a lasting difference in managing tech anxiety within organizations.

Understanding the Roots of Tech Anxiety

Tech anxiety isn’t solely about fearing new technology; it’s a complex psychological response to change, performance pressure, and the very real fear of obsolescence. For some, it’s the anticipation of constant learning curves or the pressure to adapt faster than feels manageable. For others, it’s the fear that a new technology will threaten their role or render their skills less valuable.

Acknowledging these layers of tech anxiety is the first step in effectively addressing it. It requires moving beyond the assumption that employees simply “fear technology” and instead recognizing that tech anxiety stems from deeper concerns about stability, personal value, and identity in the workplace. As leaders, understanding this is critical—after all, empathy is as integral to technological progress as the innovations themselves.

Creating an Environment of Psychological Safety

When employees feel psychologically safe, they’re more willing to take risks, make mistakes, and share vulnerabilities—essential behaviors in navigating the digital era. Psychological safety fosters openness to learning and resilience in the face of change. But here’s the catch: psychological safety doesn’t happen overnight, nor does it stem from well-intentioned platitudes.

Start by establishing a culture where questions are welcomed, experimentation is encouraged, and failures are seen as learning opportunities. This cultural shift often begins with senior leadership. Leaders should model the acceptance of mistakes by sharing their own learning curves with new tech and encouraging open discussions about both successes and challenges. This transparency can significantly reduce the fear of failure that feeds tech anxiety.

Investing in Education, Not Just Training

Too often, companies treat tech onboarding as a box to be checked, leaving employees feeling inadequately prepared and intensifying their tech anxiety. Prioritizing education over surface-level training is key to fostering confidence and competence with new systems and tools.

Education should be hands-on, personalized, and progressive. Instead of overwhelming employees with information all at once, consider phased learning experiences that allow them to build mastery over time. Just as importantly, communicate the purpose behind the technology: how it benefits employees, the organization, and the people you serve. When employees understand the “why” behind new tech, it becomes less of a threat and more of an opportunity.

Resist the Urge to Digitally Overload Your Teams

Leaders often focus on adopting technology quickly to stay competitive, but this can overwhelm teams with too many tools and systems. An influx of new tech, without careful integration, can exacerbate tech anxiety and create a paradox where technology complicates processes instead of streamlining them.

A successful approach involves simplifying technology adoption. Instead of implementing every trendy tool, be selective and strategic. Choose technologies that provide genuine value, integrate easily, and align with your team’s workflows and goals. This thoughtful approach reduces tech overload and signals to your team that you are mindful of the challenges digital expansion can bring.

Promoting a Growth Mindset Through Continuous Feedback

A growth mindset is particularly powerful in managing tech anxiety, as it encourages employees to view challenges as opportunities rather than obstacles. However, fostering a growth mindset is more than promoting optimism—it requires creating an ecosystem where feedback is continuous, constructive, and actionable.

Make feedback an ongoing conversation through regular check-ins, team reviews, and informal coaching. Share your own struggles with new technology and highlight team members who have grown through trial and error. This normalizes the discomfort that comes with learning and builds resilience within your organization.

Embracing Tech Equity: No One Left Behind

One of the greatest sources of tech anxiety stems from employees feeling left behind due to gaps in technical skills or access to resources. This is where tech equity—ensuring equal access to training, tools, and support—becomes essential.

Provide comprehensive training for all skill levels, from beginners to advanced users. Personalized learning pathways, mentoring programs, and peer-led workshops can help cater to diverse needs. Flexible support structures, such as on-demand training sessions or dedicated internal tech support, ensure everyone can learn at their own pace without fear of falling behind.

Encouraging Digital Wellness and Setting Boundaries

One of the most effective ways to reduce tech anxiety is by setting boundaries around tech use. Many employees experience digital overload due to constant connectivity, leading to burnout and heightened stress. Leaders who prioritize digital wellness by encouraging "offline hours," promoting regular breaks, and discouraging after-hours emails will foster an environment where technology serves its purpose without taking over.

For example, implementing “focus hours” for deep work or encouraging tech-free lunches can significantly enhance employees’ mental well-being. This not only reduces tech-induced stress but also signals to employees that their well-being is valued. Balanced use of technology creates healthier relationships with it, making employees more likely to engage positively with new tools.

Tech anxiety will persist as a feature of the modern workplace. Our role isn’t to eliminate this anxiety but to manage it in ways that align with people-first principles. Each new wave of technology brings a learning curve, discomfort, and, yes, anxiety. However, by adopting empathetic, proactive, and flexible leadership approaches, we can help our teams navigate this journey with resilience and confidence.

Joel Landau is the founder and chairman of The Allure Group, a network of six New York City-based nursing homes.