Managing Change Fatigue in Restructuring Scenarios

A few years ago, I was working with a team that had just undergone a significant organizational restructuring. One of the team members had been with the company for over a decade and was deeply uncomfortable with the sudden changes. He shared with me privately, “I’m not sure I can adapt to all of this. It feels like everything I’ve known is being turned upside down.” I could see how his discomfort was starting to impact his engagement and overall performance. So, I took a step-by-step approach to help him navigate his uncertainty: 1. Start with Listening and Acknowledgment Instead of jumping straight into action mode, I took time to truly listen to his concerns. I acknowledged his feelings and the simple validation by saying something along the lines of, “It’s completely normal to feel uncertain right now. Change can be difficult, especially when it’s unexpected.” This simple validation made him feel heard and respected. 2. Reframe the Situation I asked him to share what he found most frustrating about the change. As he explained, I guided him to see it from a different angle. Instead of focusing on what was being lost, I encouraged him to think about what new opportunities could emerge. This wasn’t an immediate shift, but by asking questions like, “What’s one thing you’re curious to try now that this change is in place?” he started to see small, potential positives. 3. Set Small, Actionable Steps To make the change less overwhelming, we broke down the new expectations into smaller steps. We set goals for the week—things he felt comfortable trying, like using a new project management tool or participating in a different type of team discussion. Each time he completed a small step, I made sure to celebrate the progress, reinforcing his willingness to adapt. 4. Encourage Peer Support I paired him with another team member who was more comfortable with change. They became accountability partners, exchanging tips and supporting each other through the transition. This peer connection made him feel less isolated and more willing to experiment with the new way of working. 5. Reflect and Reinforce After a few weeks, I scheduled a follow-up conversation with him to reflect on his journey. He shared that while he wasn’t completely comfortable with the changes yet, he felt more capable and confident in handling them. I reinforced the progress he had made, reminding him of where he started and how far he’d come. The transformation wasn’t overnight, but by meeting him right where he was and guiding him through small, intentional actions, I watched him shift from resistance to a willingness to try. That’s the power of patience and coaching through change. If you have a team member struggling with change - be patient. Start small, listen deeply, and celebrate every step forward. #Leadership #ChangeManagement #TeamDevelopment #CoachingThroughChange

Change isn’t the problem. It’s how we manage it that’s burning people out. And the pace of change isn’t slowing down — it’s accelerating, driven by rapid shifts in technology, workforce turnover, and complex political and social climates. People don’t need pep talks — they need systems. How do you know if your organization is experiencing change fatigue? Look for these signs: ↳ Quiet meetings and passive agreement ↳ Low energy around new initiatives ↳ Declining trust and engagement ↳ People stop offering ideas — or feedback You’re also at risk if: ↳ Priorities shift constantly ↳ Change is non-stop ↳ There’s no time to stabilize ↳ Workload stays high with no reprioritization So what’s driving it? Here are the 3 root causes of change fatigue: ↳ No clear finish line — the change keeps changing ↳ Too much at once — competing initiatives and priorities ↳ No feedback loop — people feel unheard and unseen Here’s how to fix it. These 3 system shifts can help you manage change fatigue more effectively: ✅ System Fix #1: Pace the Work Just because it’s all important doesn’t mean it’s all urgent. ↳ Sequence change with the end user in mind ↳ Design “no change” periods into the roadmap ↳ Use objective measures to assess readiness ✅ System Fix #2: Make Progress Visible Burnout thrives in the dark. ↳ Celebrate early indicators of success ↳ Share simple visuals and one-pagers ↳ Keep progress transparent and accessible ✅ System Fix #3: Build the Feedback Loop Shared input builds shared ownership. ↳ Create lightweight 15-minute feedback touchpoints ↳ Embed pulse checks in your cadence ↳ Close the loop and show what’s changing It’s not the change that breaks people. It’s the way we manage it. When systems support people through change, engagement and resilience follow. For more actionable strategies, check out the carousel below. Have you seen change fatigue in your organization? Drop your thoughts in the comments. 👇 Like this post? Get weekly insights on organizational change, leadership, and strategy execution in my Flight of the Phoenix Newsletter. ♻️ Reshare to help your network master the art of change!

Change fatigue is the silent killer of transformation initiatives. When teams face constant transformation initiatives, burnout and resistance become inevitable. Here are 7 proven strategies to help your people thrive through change: 1. Become a learning organization -  Set clear goals for what you'll learn and how you'll apply those insights. 2. Honor your past -  Show genuine appreciation for previous efforts before pushing forward. 3. Take a big picture view -  Connect the dots between multiple changes so people understand the larger purpose. 4. Create opportunities for feedback -  Give people a voice and demonstrate that their input matters by acting on it. 5. Focus on continuous improvement -  Shift from "change as event" to "improvement as culture." 6. Remember the personal touch - Use interactive communication to help employees understand how changes affect them personally. 7. Recognize and celebrate - Acknowledge the people and teams contributing to success along the way. The most successful transformations balance the strategic need for change with the human need for stability. I've seen organizations transform their change capacity by implementing just 2-3 of these strategies consistently. Leaders: Which of these strategies could help your team recover from change fatigue?

Some organizations aren’t resistant to change, they’re just exhausted. They’ve been through a restructure, a system rollout, a leadership shift, another strategy refresh… And often in the span of a year or two. The message may keep changing. The priorities never seem to settle. And teams quietly start to disengage, because they’ve run out of energy to keep adapting. This is change fatigue. It shows up in slow execution, quiet resistance, high turnover, and growing cynicism. And if it’s not addressed, even the most well-designed change won’t land. Recovery starts with acknowledgment. Leaders need to recognize what people have been carrying, not just professionally, but personally. From there, prevention and recovery go hand in hand: · Clear, stable priorities. · Consistent leadership behaviors. · Real communication, not just updates, but two-way conversations. · And most importantly, pacing change in a way that balances ambition with capacity. An organization that’s been through too much doesn’t need more urgency. It needs clarity, trust, and time to rebuild its footing. Because when people feel like every change is just another disruption, they stop believing that any change will make things better.