7 effective ways to combat change fatigue at your organisation

Change is inevitable, especially for organisations that are continually growing and developing.  

Whether you are implementing new technologies, restructuring departments, or even something smaller like offering a new product/service, organisations must continually evolve to stay competitive and innovative. 

However, frequent changes can lead to change fatigue; a name given to the state of physical and emotional exhaustion that leads to employees being unable to cope with further change. This can lead to a lack of employee buy-in and ultimately, the failure of a change project. 

Combatting change fatigue is crucial for maintaining a healthy, productive workforce, and ensuring the success of your next change programme. In this blog, we explore 5 of the top ways organisations can manage and mitigate change fatigue effectively. 

 

 

1. Communicate frequently – and openly 

Effective communication is the foundation of successfully managing change. In fact, a study at the Hankamer School of Business at Baylor University Texas found that poor internal communication is a leading factor that causes organisational change to fail.   

 
To achieve change that is truly long-lasting, employees need to be brought along on the journey. They need to understand the reasons behind the change, the benefits that the change will bring, and how the change will be implemented. Transparent communication also helps to build trust and reduce uncertainty, something that can often arise when a business is going through change. Regular updates, town hall meetings, and other open forums allow employees to ensure their voice is heard, ask questions, and express any concerns. 

Ultimately, effective communication can significantly reduce change fatigue by fostering transparency, building trust, and ensuring everyone feels heard and understood throughout the change programme. 

 

 

2. Involve people in the process right from the start 

Involving employees in the change process can significantly reduce resistance and fatigue. When employees feel they have a voice and can contribute to decision-making, they are more likely to embrace change.  

 
That's why it is crucial to provide opportunities for employees to have their say throughout a change programme, whether that is by participating in planning sessions, taking part in surveys, or contributing to ideas and brainstorms. A collaborative approach fosters a sense of ownership and empowerment, making change feel less like ‘something that is happening to me’ and more ‘something that I am contributing to.’ 

 

 

3. Create feedback loops with your employees 

Creating a process for feedback loops is crucial for combatting change fatigue, as it allows you to assess sentiment, and review how employees are coping with the changes.  

This might involve a discussion group led by managers to let their team members express how they’re feeling after an announcement, or something more anonymous like a survey. You may want to ask what kinds of resources and support your employees would like to see, what concerns they have, or what they expect from the change.

These feedback loops are crucial for fostering a culture of continuous improvement and engagement. By actively seeking and input and feedback from employees affected by change, organisations can identify and address concerns, boost morale, and build trust, leading to a reduced resistance to change and increasing the likelihood of successful implementation. 

 

 

4. Provide adequate training and support 

 Change often requires employees to learn new skills or adapt to new systems. Without providing comprehensive training and ongoing support, employees are likely to feel a bit lost, and the effects of change fatigue start to be felt.  

Ensure that training programmes are aligned to the organisational change, and are accessible to all, with different learning style catered for. Offer self-guided resources too, such as tutorials, guides, and videos. You could also consider establishing support networks or Digital Champions initiatives (for tech changes) where employees can share experiences, ask questions, and receive support from their colleagues.  

Not only does this help to build confidence and boost skills, it lets employees know that there is always support available. This reinforces the message that they are not navigating the change alone, and reducing the stress associated. 

 

 

5. Prioritise employee well-being and experience 

It’s key to prioritise the well-being of staff. It should be at the forefront of any change programme. Don’t underestimate the toll that a business change – especially a significant one – can have on your employees. Consider providing access to mental health resources, and wellness programmes, if you feel they are needed.  

It’s important to encourage open conversations about stress and mental health, and create a supportive environment where employees feel comfortable expressing how they really feel. As well, you should try to approach big changes by breaking them down into smaller, more manageable phases and chunks. This will ensure your people will be adopt the change gradually, without becoming overwhelmed with too much at once.  
 

 

6. Celebrate key milestones and successes 

Celebrating milestones and successes along the way can boost employee morale, and reinforce a positive feeling towards the change. Acknowledge progress, no matter how small, and celebrate achievements as a team. This not only helps to keep people up-to-date with the programme, but also helps keep up momentum and motivate people to carry on. 

 

 

7. Properly invest in change management 

Finally, it is essential to invest properly into effective change management. Prosci found that projects with excellent change management programmes are approximately seven times more likely to meet project objectives compared to those with poor change management [source]. So, it’s crucial you get this part right!  

You may want to do this internally, or you may want to bring in a change consultancy. So when doing this, it's important to choose a Change partner who truly aligns with your values.  

Investing in change management is a great way to ease the stress and fatigue that often accompany change and transitions, helping everyone who is impacted feel more comfortable and confident about the changes ahead.  

 

 

Combatting change fatigue – Our final thoughts 

By implementing the strategies discussed in this blog, organisations can effectively combat change fatigue and create a supportive environment where employees feel empowered to embrace change.  

Remember, the key to successful change lies in communication, support, and ultimately, keeping people at the heart.