Change Fatigue in the Workplace: How Internal Communicators Can Navigate Constant Transformation

We’ve known that the only constant is change since Greek philosopher Heraclitus wrote those famous words some 3,000 years ago. Then, about 2,300 years later, Benjamin Franklin added a very wise bit about one’s ability to adapt to those changes determining one’s chances of success in life!

In today's fast-paced and ever-changing business landscape, this has never been truer. Organisations are continuously evolving, whether through new strategies, restructuring, mergers, or technological advancements. While these shifts are often necessary for growth and adaptation (or even for survival), the unfortunate truth is that employees are growing increasingly weary of the constant upheaval.

In our last blog, we pulled out some of the key findings from Gallagher’s 2025 State of the Sector report, one of which was the very real risk from change fatigue. In fact, change fatigue ranked as the second biggest barrier to success according to the report, second only to lack of time and resources. Change fatigue can have serious consequences on engagement, morale, and productivity. So, for internal communicators, the challenge is not just to announce change, but to do so in a way that mitigates fatigue and fosters resilience.

Understanding Change Fatigue

Change fatigue occurs when employees feel overwhelmed, exhausted, or disengaged due to the relentless pace of workplace transformations. It is often characterised by scepticism, suspicion, low motivation, and resistance to new initiatives. When workers perceive change as a never-ending cycle rather than a structured progression, their ability to adapt diminishes. Factors contributing to change fatigue include:

• Lack of clarity: Frequent changes without a clear rationale leave employees confused and frustrated.

• Insufficient support: When employees feel unprepared for new responsibilities or workflows, they struggle to keep up.

• Overload of information: Excessive communication without prioritisation can lead to disengagement and apathy.

• Loss of trust: If past changes have resulted in layoffs or broken promises, employees may develop cynicism toward leadership.

The Role of Internal Communicators

Internal communicators play a crucial role in ensuring that organisational changes are not only understood but also accepted and embraced. Their challenge is to manage messaging strategically, recognising the emotional and psychological toll of change fatigue. Here are some key strategies to communicate change effectively:

1. Prioritise transparency and honesty

One of the biggest contributors to change fatigue is uncertainty. Employees often feel powerless when they are left in the dark about upcoming changes. Internal communicators must provide clear, timely, and honest updates that address concerns proactively. As with pretty much all internal comms, avoid corporate jargon and focus on straightforward messaging that explains the why behind the change.

2. Balance the frequency and depth of communication

While keeping employees informed is essential, bombarding them with excessive updates can often backfire. Prioritise the most critical messages and ensure they are digestible. Consider segmenting communication so that employees receive relevant information based on their role and impact level.

3. Foster two-way communication

As with everyday or business-as-usual comms, change should not be a one-way directive from leadership. Employees need opportunities to voice their concerns, ask questions, and provide feedback. Town halls, surveys, and open forums create dialogue and help leaders gauge the emotional temperature of the workforce.

4. Humanise the messaging

People are at the heart of every organisational change. Instead of treating change as a corporate mandate, frame it in terms of human impact. Share success stories of how previous changes have led to positive outcomes. Acknowledge challenges and express empathy for those struggling with transitions. You could also try short personal story videos from employees who have seen the benefits of previous changes and can contextualise the next round for their colleagues.

5. Equip managers as change champions

Employees often look to their direct supervisors for guidance during times of uncertainty. It is vital that we train managers to be effective communicators who can contextualise changes, answer questions, and provide reassurance. When managers are engaged and well-informed, they can cascade information in a way that reduces anxiety and builds trust.

6. Reinforce stability amidst change

While change is inevitable, not everything will be shifting. Highlighting the aspects of the organisation that remain stable -such as core values, mission, and certain key processes- can provide employees with a sense of continuity, reassurance and security.

7. Provide resources for adaptation

Beyond communication, employees need practical tools to navigate change effectively. Offer training sessions, mentorship programs, and self-paced learning resources to equip workers with the skills needed to thrive in new environments.

8. Measure and adapt

Communication strategies should be dynamic, not static. Regularly assess the effectiveness of change communication through employee feedback, pulse surveys, and engagement metrics. If employees show signs of increasing fatigue or disengagement, adjust the approach accordingly.

Constant change in the workplace is unavoidable, but the way it is communicated can make a huge difference. Internal communicators have the power to turn change fatigue into change resilience by adopting a strategic, empathetic, and transparent approach. By focusing on clarity, engagement, and support, organisations can help employees navigate transformation with confidence rather than exhaustion. In an era of perpetual change, smart communication is the key to fostering an adaptable and motivated workforce.

Read more: What exactly is an internal comms health check?

Read more: Should you hire an internal comms agency? 10 questions to ask

Read more: Creating a culture of psychological safety – Building teams that thrive

Read more: Navigating the UK’s staff turnover problem – How to keep your talent

If you’re not sure that your internal comms strategy is up to the job (whether for business-as-usual comms, or something more specific like a change comms strategy), this is where an internal comms agency can really help. From health-checking your current offering to coming up with a brand-new bespoke strategy, the benefits can be enormous!