Is change fatigue holding your workforce back?

As the year wraps up, you may notice a dip in energy across your teams. High performers seem less engaged, productivity has waned, and overall morale isn’t what it once was. But is this just end-of-year exhaustion, or could something deeper be at play?

More often than we realise, a steady stream of organisational change can gradually drain a team’s resilience, leading to what’s known as change fatigue. When employees are constantly adapting to new processes, tools, or priorities, even the most committed teams can begin to feel worn out – this doesn’t have to be the norm. With a few key adjustments, you can shift the narrative around change, reinvigorating your team’s sense of purpose and enthusiasm heading into 2025.

3 ways to combat change fatigue and reenergise your team

By recognising and addressing the root causes of low energy and disengagement, you can lead a proactive shift in mindset. Here’s some ways that we find work well.

1. Reframe change to inspire positivity

Change fatigue often stems from the perception of change as disruptive. Employees who feel overwhelmed by ongoing change can become resistant. But what if we could reframe change as an opportunity instead of an interruption? When leaders clearly communicate the purpose and benefits of changes, employees are able to connect the dots to see the bigger picture and how it aligns with team and organisational goals.

To make this shift, you could highlight how recent changes support team objectives or improve workflows. Engage employees by actively seeking their input on transitions and make them a part of the process. Inviting input fosters a sense of ownership, making change feel less like something happening to them and more like something they’re a part of – showing that change can work for them, not against them.

2. Address the “micro-stresses” that drain energy

It’s not always the big changes that lead to fatigue; often, it’s the smaller, everyday shifts – like technology updates, minor process tweaks, or unexpected shifts in priorities. These micro-stresses can gradually wear down morale and create a sense of instability.

You can support your team by acknowledging these everyday challenges and finding ways to minimise them. Consider introducing changes in bundles to reduce constant disruptions. Establish a feedback loop where employees can share their concerns about which minor changes are impacting them the most—and adjust accordingly. Showing you value the  “small things” builds trust and helps reduce the overall stress of change.

3. Prioritise well-being and connection

When change feels relentless, even minor issues can feel overwhelming. A supportive work environment—where well-being and mental health are prioritised—allows employees to better manage transitions. A great start could be recognising the hard work your team has put in throughout the year and acknowledging their adaptability.

Consider well-being initiatives like flexible schedules, mental health days, or team-building activities to close out the year on a positive note. Taking a thoughtful, supportive approach to managing change shows you’re invested in your team’s overall well-being. When employees feel cared for, they’re more likely to approach change with optimism and adaptability, creating a culture that’s ready to tackle what’s next (or ready to thrive in 2025 and beyond).

Ready to lead the shift?

Escient’s Change Capability Assessment takes a deep dive into how your organisation and employees are experiencing recent changes. We help to identify areas to enhance upcoming change initiatives for improved engagement and performance.

Let’s work together to create a resilient, energised team for 2025 and beyond!