Organisations frequently undergo significant transformations to stay competitive and relevant. Whether it’s adopting new technologies, restructuring or evolving business strategies, change is inevitable.
However, with constant change comes the risk of change fatigue – a state of physical and psychological exhaustion experienced by employees who undergo continuous changes without sufficient time to adjust.
How to recognise change fatigue
When employees are experiencing change fatigue, they may appear indifferent to, or worn out by, constant organisational changes. Different people will show this fatigue in different ways – you may have two people who are doing the exact same role, but with one demonstrating chronic stress and another describing themselves as “over it”. This happens when there’s too much change all at once, or when big changes come one after another without a break.
Organisational change fatigue can manifest as decreased productivity, low morale, increased absenteeism and higher turnover rates. A study by Gartner revealed that 73% of employees who experience change fatigue report higher levels of stress and burnout.
Furthermore, organisations that fail to manage change effectively are 2.5 times more likely to have disengaged employees, according to a report by McKinsey.
So, how can organisations avoid or overcome change fatigue? The answer is having a change management strategy.
How to deal with change fatigue
Effective change management is crucial in mitigating change fatigue. Change management involves preparing, supporting and helping individuals, teams and organisations through change, enabling them to achieve the business outcomes they are aiming for.
Here’s how it can help manage change fatigue:
- Change portfolio management
According to a Prosci study, 75% of participants identified their organisation as being near, at, or past the point of change saturation. Organisations need to take an objective view of the change initiatives happening across all departments and plan accordingly to ensure people aren’t overly stretched. Tools such as heatmaps and employee surveys, combined with close collaboration with Project Management counterparts can help to identify bottlenecks and prioritise the most impactful projects.
- Clear communication
Consistent and transparent communication helps employees understand the reasons for change, its benefits and how it will be implemented. When addressing the potential for change fatigue, communicating high level insights into the project and change portfolio, and any changes to timelines made to accommodate resourcing, can help build confidence that employees are listened to and change fatigue is taken seriously.
- Training and support
Providing adequate training and resources ensures employees feel competent and confident in navigating the new changes. The less time an employee spends wrestling with and worrying about a change, the sooner an organisation can move to the next project without fear of overloading their people. Additionally, research by the Association for Talent Development indicates that companies offering comprehensive training programs have 218% higher income per employee than those with less comprehensive training.
- Phased implementation
Gradually implementing changes allows employees to adjust and adapt at a manageable pace to avoid overwhelming them, and provides moments to pause, take a breath and celebrate. Step six of Kotter’s 8-Step Change Model emphasises the importance of generating small wins to maintain momentum and give employees a reason to persist with an individual change or wider change program.
- Monitoring and feedback
Regularly assessing the impact of changes and soliciting employee feedback helps in making necessary adjustments and addressing concerns promptly. According to Deloitte, companies that effectively use feedback mechanisms are 25% more likely to achieve change success.
Note however the word “effectively” – just collecting feedback is not enough, and if an organisation is seen to frequently ask the opinions of its employees but does nothing with them, these efforts will be seen as disingenuous. Organisations need to collect, prioritise and act upon feedback, and communicate to employees about these processes so they know they’re truly being heard.
Overcome Change Fatigue with Insentra
Change fatigue is a significant challenge for organisations, but with effective change management strategies, it can be managed and mitigated. By prioritising clear communication, resourcing, training, and continuous feedback, organisations can ensure smoother transitions and maintain a motivated and productive workforce.
As the business landscape continues to evolve, embracing robust change management practices will be key to sustaining organisational success and resilience.
Don’t let change fatigue hinder your organisation’s progress. Partner with Insentra and leverage our ACM service offering to navigate your transformation journey smoothly. You can also download our eBook “Driving Seamless Change: The Role of Adoption and Change Management in Digital Transformation” to learn more about ACM.
Our experts are dedicated to providing you with the support and strategies needed to manage change effectively and achieve your business goals. Contact us today to learn how our tailored change management solutions can drive your organisation towards success.