Because your team isn’t tired of change, they’re tired of how it’s handled.
Let’s face it: Change is the default setting at work now.
New software. New org charts. New goals. Another “urgent” initiative. Your team isn’t just busy—they’re exhausted. That low hum of burnout you’ve been sensing? That’s change fatigue. And if you’ve noticed your team getting quieter in meetings, slower to respond, or less themselves, it’s not in your head. It’s happening. But here’s the good news: you can help them recover.
What Is Change Fatigue and Why Does It Happen?
Change fatigue happens when employees are exposed to too many shifts too quickly, without clear direction, communication, or time to recover. It’s not the change itself that causes fatigue, it’s the way we manage it.
According to Gallup, 72% of employees experienced disruption in the past year, and nearly 40% of executives reported burnout significant enough to consider stepping down. When changes feel non-stop, unclear, or chaotic, engagement plummets, productivity declines, and turnover rises.
Why Teams Fall Into Change Fatigue
Here are some common reasons your team might be feeling drained:
- Too many changes at once
- Lack of prioritization or sequencing
- No measurement of emotional impact
- Ignoring energy cycles and burnout signs
- Poor communication or storytelling
- Lack of clear goals or “finish lines”
- Over-centralized decision-making leaves employees feeling powerless
The Repercussions of Ignoring Change Fatigue
If left unaddressed, change fatigue can lead to:
- Increased absenteeism
- Quiet quitting
- Resistance to future change
- Declining performance
- Damaged culture and trust
- High attrition, especially among top performers
So, how can you help your team bounce back and regain their energy?
10 Things Managers Can Do to Help Their Team Recover from Change Fatigue
1. Acknowledge the Fatigue Out Loud
Don’t pretend everything is fine. Naming the burnout builds trust. Start a team meeting with:
“I know the last few months have been intense. Let’s talk about how we’re really feeling.”
Even a short check-in can help normalize emotions and spark honest conversations.
2. Create Breathing Room
Just like muscles need rest between workouts, your team needs downtime between change initiatives. If multiple projects are underway, see what can be paused or delayed. Better to do fewer things well than exhaust your team with too much at once.
3. Build a “Recovery Sprint”
Schedule a 2-3 week period post-change where no major initiatives are launched. Use this time for:
- Rest
- Knowledge sharing
- Celebrating wins
- Rebuilding team morale
Think of it like a mini off-season after a championship push.
4. Reconnect to Purpose
During long stretches of change, employees can lose sight of why they’re working so hard. Take time to remind your team of the bigger picture. Link tasks to impact.
“This new tool isn’t just about efficiency, it helps us spend more time with customers.”
5. Measure the Human Side
Pulse surveys. One-on-ones. Team retrospectives. Ask how people feel, not just what they’ve done. Use tools like Officevibe, Culture Amp, or even a shared Google Form to track team sentiment monthly.
6. Celebrate Stabilization
Don’t just celebrate the launch of a change—celebrate when things settle. Acknowledge when you’ve made it through a tough transformation. Recognizing stability helps people feel grounded again.
7. Clarify What’s Not Changing
In times of turbulence, employees need anchors. Highlight what’s staying the same, team values, core priorities, or even simple rituals like weekly stand-ups. This gives employees a sense of continuity.
8. Give People a Voice in What Happens Next
Ask your team: “If we could make one thing easier about this change, what would it be?”
Co-creating solutions gives employees a sense of agency, which reduces stress and boosts engagement.
9. Inject Joy Back Into the Workday
It’s easy to forget fun when change dominates the calendar. Host a light-hearted activity. Encourage micro-moments of joy, birthday shoutouts, music breaks, or even team memes. Laughter is underrated recovery fuel.
10. Coach vs. Command
During recovery, people don’t need more directives, they need empathy, support, and space. Focus on coaching conversations:
- Ask open-ended questions.
- Listen without jumping to solutions.
- Empower people to choose how they get back on track.
What Employees Can Do to Support Themselves (and Each Other)
Managers aren’t the only ones responsible for recovery. Employees can take small steps too:
- Use your PTO – Even a 2-3-day weekend can reset your energy.
- Lean on your team – Check in with a colleague, offer support, or just vent together.
- Set boundaries – Politely push back on non-urgent requests when your plate is full.
- Celebrate small wins – Did you survive a tough sprint? That’s worth recognizing.
Make Recovery a Habit, Not an Afterthought
Recovery is strategic. When managers lead with empathy, prioritize energy cycles, and communicate with clarity, they create the conditions for their teams not just to survive change, but to grow through it.
If your team is feeling overwhelmed, now’s the time to slow down, realign, and restore. Because the next wave of change is coming, and you want your people ready, not wrecked.
For more workplace and industry insights, explore filtaglobal.com
