What happens when the incessant pace of change wears out staff? Sascha Hackstein of Berndtson Interim shares how companies can combat change fatigue.
In an era of permanent transformation, in which change is the only constant, organizations are faced with the challenge of continuously adapting and innovating. It is not the speed of change that poses the greatest challenge, but rather the ability of managers to lead teams in such a way that innovation is promoted and resilience and commitment are strengthened.
But what happens when the incessant pace of change wears staff down to the brink of exhaustion? This phenomenon has been identified by experts as “change fatigue”. Because fatigue from constant change is a warning signal that cannot be ignored – it shows the impact of progress on people. In the worst case, this fatigue affects both the well-being of the workforce and the performance indicators of the organization.
Causes of change fatigue in the workforce
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The study “Repetitive reorganizations, uncertainty and change fatigue” (de Vries & de Vries, 2023), published in the journal “Public Money & Management”, reveals a variety of causes: the constant reorganization cycle, the fear of job loss or simply the excessive demands of rapid transformations. Change fatigue arises from the perception of an overdose of change, a perception that is deeply rooted in the employee psyche and impairs their ability to adapt to further changes.
In practice, change fatigue manifests itself in a recognizable pattern: waning support for new initiatives, dwindling trust in management, and general resistance to further change. The consequences are serious: declining productivity and an increased risk that new reforms will fail.
Responding to change fatigue: Ways forward for organizations
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It turns out that, in addition to quantity, the quality of change management is particularly critical. While prudent change management strategies and cultural transformation initiatives are essential, there is often a lack of engagement with core issues. Ultimately, the question must be asked: Is it time for companies to recalibrate the pace of change and take a more balanced approach to organizational change?
Perhaps the answer lies not in increasing the frequency of change, but in managing change more carefully, with a focus on employees and values. To effectively counteract change fatigue, the following points are essential:
Transparent communication: Employees must understand the purpose behind the changes and recognize their personal benefits.
Involving employees in the change process: Studies show that employees are more likely to accept changes if they have been involved in shaping them.
Demonstrating leadership skills: Managers must demonstrate inspiring and supportive transformative skills.
Change is a continuous, dynamic process that needs to be constantly maintained and re-evaluated. To overcome change fatigue and establish a culture that not only accepts change but embraces it, a strategic shift is needed.
Situation analysis and roadmap
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Every transformation process should start with a detailed situation analysis from which a strategic roadmap can be derived and communicated across all levels of the company. This can be used to develop approaches such as a “Change Café”, where employees can actively participate in the change process and develop ideas and solutions. This can increase both job satisfaction and team spirit within the workforce.
Leadership workshops for management development can also contribute to measurable change in the company and strengthen trust in leadership. These approaches equip organizations in times of change to proactively address future challenges and ensure sustainable growth.
Sascha Hackstein is co-founder and managing partner at Berndtson Interim. He draws on more than 25 years of international industry experience in operational management. He has led companies through phases of consolidation, mergers, acquisitions, volatile market conditions, restructuring and large-scale transformation processes. Foto: Odgers Berndtson
