Navigating Change Fatigue: Strategies for Sustainable Transformation

Ian Kirkby
Aug 13
3 min read

Updated: Oct 9

Understanding Change Fatigue in Today's Organisations

If you’re juggling multiple change programmes while sensing change fatigue, you’re not alone.

98% of UK CEOs expect to make material changes to their business and operating models this year, pushing transformation to the top of the agenda (PwC).
Inside organisations, change fatigue is a significant barrier. 44% of internal communicators rank it among their biggest obstacles for 2025 (ioic.org.uk).
Employees are feeling the load. A global PwC workforce study found that 62% experienced more workplace change and 45% reported higher workloads year-on-year.
Upskilling, especially in GenAI, is rising fast (Reuters).

HR trendwatchers warn that the volume and pace of change are overwhelming. This is eroding trust and damaging outcomes unless fatigue is actively managed (Gartner).

The organisational development question isn’t "how do we do more change?" It’s “how do we build change capacity while protecting energy and performance?”

Practical Steps to Manage Change Fatigue

Here are some practical steps you can start this month to combat change fatigue and enhance your organisation's capacity for transformation:

1. Create a Visible 'Change Portfolio'

List every live initiative, including the owner, audience, timeline, and expected benefits. This transparency helps everyone understand the scope of changes happening.

Cap concurrent changes per team to prevent overload.
Review monthly at the Senior Leadership Team (SLT) meetings.

2. Adopt a 'Capacity Before Cadence' Rule

For each team, estimate weekly capacity and change demand.

If demand exceeds capacity, re-sequence or stop work.
Publish the decision and rationale to maintain trust and clarity.

3. Focus on Outcomes-Based Governance

Replace activity RAGs (Red, Amber, Green) with 'benefit measures' such as cycle time, NPS (Net Promoter Score), and error rate.

Keep a scorecard per initiative and review it in 15-minute stand-ups.

4. Design for Adoption, Not Announcement

Co-create with user representatives and run quick pilots.

Communicate the 'why/what/how/when' in plain language.
Assign local champions with 10% protected time to drive adoption.

5. Upskill for GenAI and Change Literacy

Offer short (2–4 hour) sprints on prompt skills, data stewardship, and 'how to lead through change' for managers.

Tie learning to real workflows and tools to ensure relevance.

6. Incorporate Fatigue Management

Measure sentiment and workload monthly.

Enforce focus blocks and meeting hygiene.
Fix 'no-change windows' around key dates to allow for recovery.

7. Tell the Benefits Story Early and Often

Every communication piece should answer: “What improves for customers and colleagues? By when? How will we know?”

This clarity helps everyone understand the purpose behind the changes.

Note: I have attached the above steps as a PDF for ease of reference.

The Value of External Coaching and Facilitation

Bringing in an external coach or facilitator can significantly enhance your change management efforts. Here’s how:

Objectivity: They can surface hidden overloads, political constraints, and risks in the change portfolio.
Speed to Habit Change: They help turn strategy into leadership routines quickly.
Capability Transfer: They upskill managers in change literacy while delivering results.
Measurable ROI: They can lead to fewer stalled initiatives, faster adoption, and improved engagement.
Innovation: They can bring best practices from other sectors to bear on your organisation.

Conclusion

Navigating change fatigue is crucial for the success of any organisation undergoing transformation. By implementing these strategies, you can build a sustainable change capacity that protects energy and performance.

Tip: Use Kotter's Change Steps and the J&S Cultural Matrix to guide your changes.