Constant disruption — from economic shifts to emerging technologies — is taking a toll on employee well-being, engagement, and performance. Change fatigue, the emotional and cognitive exhaustion that comes from navigating frequent and poorly managed transitions, has moved from an HR concern to a critical business risk. Left unaddressed, it can slow innovation, erode trust, and undermine both morale and productivity.
To stay resilient, leaders must take a proactive, people-centered approach to managing change.
In this recent SHRM feature, Propeller’s Senior People & Change Director Riley Smith shares six practical actions leaders can take to reduce change fatigue and build lasting organizational resilience.
# 6 Actions to Combat Change Fatigue
To prevent change fatigue from undermining engagement and performance, leaders must take a proactive, people-centered approach to managing transformation. “Building upward change capacity isn’t just about avoiding fatigue; it’s what ultimately enables innovation to take root and scale,” said Riley Smith, senior people and change director at business consulting firm Propeller.
Smith listed six actions that help organizations reduce change fatigue, engage employees, and build long-term resilience:
# 1. Effective Communication
“Sustained engagement hinges on transparent, two-way communication and meaningful employee involvement,” Smith said. Preferably, this involves in-person, face-to-face communication to build trust and connection. Leaders can model transparency by clearly explaining the “why” behind changes and highlighting anticipated benefits. Encourage open communication by creating opportunities for employees to voice their concerns, promoting a two-way dialogue.
Read the full article with SHRM to see all six actions.
