Change fatigue is about to become change revolt. Here’s why.

Is your team tired of change?

If you think they’re tired now…. just wait, it’s about to get worse.

Whether it’s reactive change (pandemic-driven work from home and return to office, demands to eliminate climate-damaging practices) or proactive change (new diversity and inclusion initiatives, new tools and technology for getting work done) there’s more change coming and it’s coming faster than ever.

Did you know that, according to a Society of Human Resources Management study, Gen-Zers (those born after 1995) will be up to?36%?of the workforce by the end of this year? From communication and engagement with their manager to availability of training and professional development or commitments to social and environmental responsibility, expectations from this generation will spark major change in our workplaces.

Did you know that experts now estimate that human knowledge doubles every 12 hours ! That’s a massive increase from doubling every century in 1900 and every 12-13 months in 1982. At the current rate, we can’t possibly imagine the inventions and innovations that will emerge or the impact they’ll have on how and where we work. ?

And I haven’t even mentioned the Great Resignation/Reshuffle, the possibility of another pandemic (or Covid variant) or rise of the metaverse!

None of this has to lead to exhaustion, chaos or worse, but, in our work with clients, we often see change fatigue become change revolt when leaders make these common mistakes.

1.?????Dismiss It

Minimize what’s happening; assume people will “get over it”; pretend it’s not happening. The result: resentment grows; people don’t feel heard or seen; absenteeism rises; morale takes a hit.

2.?????Suppress It

Tell people to “get over it;” punish those who complain, resist or even question the change. The result: productivity declines; resisting the resistance only makes it stronger and sends it underground. You’ve just created the conditions for revolt. ?

3.?????Misunderstand It

Label people as “lazy,” “incompetent,” a “bad fit,” or “closed-minded.” Decide that employees need more training or put on a performance improvement plan. The result: people lose confidence in the future of the organization; they start to think there’s something wrong with them. Frustration and anxiety increase. Departures become common.

I’m sharing more on this topic – and how to prevent it – at the National Head Start Association Conference in Baltimore on May 3rd. ?If you’re attending, please join my session Tuesday morning.

If your organization is looking to address this topic as well, let’s chat . I’m available to speak at your next leadership meeting, industry event or conference.?

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