The Remedy For Change Fatigue?

Ah, change fatigue.
If your organisation has it, then you’re stuck.
It’s not like you can pause all transformation. Do that and the world will race you by.
But you can’t drive even more change. Chances are, your people are burning themselves out just to keep up. They have their day jobs – business as usual, the stuff that keeps you all in business. Plus you want them to reinvent those jobs.
It’s a tall order.
Sure, your employees can do it.
The problem is it never stops.
They’re lucky if they finish that change initiative before someone inflicts the next one.
Hiring more staff doesn’t help – between needing to train them and natural attrition, those new employees keep everyone Red Queening their way to exactly the same spot they’ve always been.
Besides, that’s thinking small.
Do you want to ease the pressure on your employees slightly?
(And temporarily – as what’s expected of them will no doubt rise… )
Or do you want to completely change the dynamic?
Change fatigue is like physical fatigue. If you give people a chance to catch their breath then toss them back in the ring, they’ll simply get tired again.
But if you transform what change actually means to them?
If you make your organisation a place that can change smoothly, without burning everyone out?
Well, that becomes something else entirely.
I’m not promising you can make change quick or easy. It always takes superhuman effort from your team.
And I’m not going to promise people will never call it one change too many and quit.
Real transformation is tough.
Essential, but tough.
Fortunately, you have a choice. You can tell people to suck it up. That life is tough and this is why you’re paying them. And without this change, the organisation is dead in the water.
All of which might be true.
But there’s another approach.
If people want the change, there’s no change fatigue.
If they can see the benefits, they’ll chase them on their own.
They’ll bring their best work and most creative ideas to the table.
All this happens when your employees trust you and your fellow leaders.
It all comes down to organisational trust.
If they know you have their best interests at heart…
And if they know you know what you’re talking about…
… then change becomes easy.
See, most employees have endured terrible, badly reasoned transformations before. There’s a reason why the idea of a “reorg” is so reviled.
They tend to come from senior leaders stroking their egos and building their empires.
Or wanting to make a change – any change – so they can pretend they’re making a difference.
(At least, this is how your employees see it. Only because they’ve lived through it a hundred times before.)
If the change is genuinely good for the organisation – from the customers to the frontline employees to the bosses – your people will embrace it.
If your people trust your skills and intentions, they’ll follow you even if they don’t agree.
So whatever your next change is, make sure it cultivates trust. If not, you’re simply depleting a finite resource: the patience of your people.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
https://battenandking.com/advantage

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