Since the onset of the pandemic, we’ve experienced a seemingly constant wave of change – to the way we work, where we work, and how we work. We’ve seen lines blur or dissolve entirely between work and home, personal and professional, and most notably, between the world and the workplace.
As we shared the global experience of the pandemic and the world took a collective pause, we had a chance to take note of better ways of doing things. We re-imagined how we treat each other, the planet, and how we lead. With good intentions came change, and lots of it.
Luckily, we have a deep-rooted capacity to adapt and evolve. But when change comes at us from all directions and doesn’t cease, then what happens? Our surge capacity gets depleted, we get overwhelmed, and we see higher rates of burnout in the workplace – an experience known as “change fatigue.”
If the call for change is inevitable inside and outside the office, how can we equip our teams with the antidote to change fatigue? Here are a few solutions:
The adage “put your own oxygen mask on first” is vital – get familiar with how change fatigue shows up for you. Get curious about how it impacts you mentally, emotionally, and physically and what strategies support your well-being inside and outside the office.
Be the calm in the storm.
Stay anchored in your leadership values so you can pause and intentionally evaluate calls for change. Then, build perspective with clear and intentional communication around your “why” for enacting a change (or why not).
Create spaces for connection.
Fear is a natural by-product of change; connection is the antidote. Consider employee resource groups, amping up social events and normalizing using the first 5 minutes of meetings on non-work-related topics as outlets for team members to share their real-time experiences.
Yes, acknowledge significant events and global shifts happening outside the workplace but keep your team focused on your core purpose and areas of influence (what you can control). If you’re reactive, everyone is.
Empower your teams with tools and training.
Help your team members build capacity for self-resourcing through development opportunities on topics like time management, boundary setting, recognizing signs of burnout, understanding their stress cycles, and building resilience in the nervous system.
Your Engaged HR Assignment: Consider the impact of change fatigue on your team. Are there opportunities to further support their mental, emotional, and physical well-being? If you need help figuring out where to start, check out our Art of HR courses or custom training options on managing change in your organization.
Looking to learn more about other HR topics? Check out our Art of HR series!