Leading Through Change Fatigue
When I worked at a public relations agency in the mid-1990s, launching a publicity campaign was relatively straightforward.
Write a news release. Build a media list. Fax or mail the release to reporters. Make a few follow-up phone calls. Then wait for the newspaper clippings and television coverage to roll in.
It took some effort, but at least the path was clear.
Today, that same campaign might include traditional media, podcasts, email marketing, social media, video, online publications, and partnerships with people called “influencers”—or what we used to call famous people in the ’90s. In other words, constant change to accomplish the same goal.
Change is inevitable, and many of those changes have created exciting opportunities. But when one new system, strategy, reorganization, or priority follows another, even the most adaptable employees can become exhausted.
That is change fatigue.
People may stop feeling curious about what is coming next and start bracing themselves for it. Instead of thinking, “This could make things better,” they may wonder, “How long before we replace this with something else?”
Although leaders cannot eliminate every change, they can help their teams move through it without wearing them down. Here’s how:
Acknowledge the exhaustion. Do not immediately respond to frustration with another speech about embracing change. Name what people are experiencing. Saying, “I know this has been a demanding season,” shows employees that you recognize the strain and helps build trust.
Prioritize what truly matters. During periods of change, everything can begin to feel urgent. It is the leader’s job to separate what is truly essential from what can wait. Teams need clarity about where to focus their time, energy, and attention. Twelve top priorities are not priorities. They are a list.
Celebrate stability. Even though change receives most of the attention, stability still matters. Remind people what is still working. Highlight reliable processes, strong relationships, shared values, and recent successes. These become anchors when everything else feels unsettled.
Strong leaders acknowledge that constant change is tiring. They help people understand what is changing, what is staying the same, and what deserves their attention right now.
Change may be inevitable. Exhaustion does not have to be.