Change fatigue is real—here's how to lead through it

Change fatigue is one of the biggest threats to transformation momentum in any organization. When employees are constantly asked to adapt—to new priorities, new technologies, new ways of working—it can leave them feeling exhausted and disengaged.

Without intentional leadership, this fatigue can lead to burnout, a lack of trust in the direction of the organization—or outright resistance.

From my time working in politics, I've seen firsthand how the constant back and forth of change exhausts and demotivates people. Keeping people engaged in that kind of environment requires a constant effort to reframe, re-motivate, and refocus on the larger vision. As my old boss, President Obama, once put it, "Progress doesn’t happen all at once, but it happens because we don’t give up. We keep pushing. We keep working—and we keep believing."

When employees are asked to keep up with new initiatives, shifting priorities, and restructuring without a chance to process and adjust, they become overwhelmed. Progress is rarely immediate or easy—it requires persistence and resilience. Leadership during times of uncertainty means keeping people focused on that long arc, even when fatigue sets in.

Here are five practical steps leaders of organizations managing multiple transformations can do to help their people manage change fatigue:

1. Acknowledge the emotional toll

Leaders often focus on the strategic and operational aspects of change, but recognizing explicitly the emotional impact on their teams help people feel seen and understood. Employees need space to express concerns, process uncertainty, and feel heard. Openly acknowledging that change is hard—and showing empathy—goes a long way in reducing resistance, and it's why our company emphasizes emotional intelligence as a key leadership capability.

2. Set a clear and steady narrative

Constantly shifting priorities create whiplash, but are sometimes necessary when multiple transformations are happening at once. When that happens, leaders should provide a clear narrative about the larger vision: why changes are happening, how it connects to the larger goals, and what it means for individuals and their work. People can tolerate a lot of disruption if they understand the bigger picture and their part in it.

3. Pace the disruptions when possible

Every transformation is important, but not every transformation is urgent. Leaders should assess the cumulative impact of changes versus their urgency and prioritize accordingly. If employees are already adapting to one major shift, introducing another big initiative too soon can backfire. Staggering changes and allowing for adjustment periods can help prevent overwhelm.

4. Empower employees to contribute

People experience fatigue when they feel like changes are happening to them instead of with them. Involve employees in shaping new initiatives, ask for feedback, and provide opportunities for them to share ownership in the direction of the company. When people feel a sense of control, they are more likely to be energized rather than exhausted by change.

5. Invest in well-being and professional development

Continuous change requires continuous learning and resilience. Leaders should provide resources—whether it’s training, coaching, or mental health support—to help employees manage uncertainty and reframe challenges with a growth mindset. A workforce that feels supported will be more adaptable and engaged in the long run.

Change is inevitable; change fatigue doesn't have to be

We’re living in a moment when uncertainty external to your organization—political instability, economic shifts, and global crises—only amplifies the exhaustion people feel within. Employees aren’t just processing workplace changes; they’re carrying the weight of a chaotic world.

Leaders who ignore this reality risk losing their team's engagement in the short term, and trust in the long term. Proactively managing both the emotional and structural impacts of transformations will build stronger, more resilient teams.

How is your organization addressing change fatigue? Give us some more practical tips in the comments.

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