How to help your employees overcome change fatigue

Change is the only constant in life, a truth we’re all familiar with.

However, an excess of changes within a short span can severely impact both our professional and personal lives. 

According to Gartner, the global workforce is currently able to handle only 50% of the pre-pandemic volume of changes, at a time when the number of change initiatives has increased tenfold. It’s not merely the volume of changes that matters; each change brings a certain degree of disruption to daily routines. This constant need to adjust and adapt can be exhausting.

So, what can employers and managers do to help their employees overcome change fatigue?

1. Establish a psychologically safe work environment

When employees feel they are in a psychologically safe environment, they are more likely to confidently voice their thoughts and concerns about new changes. Managers should proactively demonstrate empathy and support their teams in adapting to new circumstances. They can allocate time during one-on-ones or team meetings to check in on how individuals and teams are coping. Training managers on how to be empathetic and supportive during significant organisational changes is crucial.

2. Treat big and small changes equally

All changes, whether large or small, should be treated with the same level of communication and implementation effort. This helps employees build resilience, knowing they will receive clear communication and support during transitions, regardless of the change's magnitude.

3. Communicate change and its purpose

Striking a balance between what can be shared transparently and what needs to remain confidential is key. When possible, communicate changes openly to those affected to build trust and foster a sense of psychological safety across the organisation. If possible, inform employees about upcoming changes so they can prepare mentally.

Employees typically hear about the change and its immediate impact on them, without understanding the full context and purpose behind the change and how it links to the broader business strategy. By explaining the larger context, employees may better understand and process the change.

4. Encourage employee involvement in the change

It’s essential to ensure employees’ voices are heard. Develop a feedback process to gauge how employees are handling the changes. Proactively inquire about the resources and support employees require from leadership, ensuring that expectations are aligned. Where feasible, involve those affected by new changes in the decision-making and implementation process. This approach can mitigate the adverse effects of change fatigue because employees will feel empowered and in control of the change rather than feeling like the change is being done to them.

5. Incorporate mental well-being practices into the workday

We believe this is good practice irrespective of whether you're implementing change. With the demands of the current business environment, providing support for employees experiencing stress or anxiety is essential, and even more important during times of change.

Managing change fatigue should not be the individual's burden alone; it’s a collective organisational effort. Management can and should support affected individuals or teams in various ways to facilitate their transition to the new normal. As always, we would encourage you to identify and implement the strategies that best suit your organisation's values and culture.