{"id":6248,"date":"2019-04-04T14:44:58","date_gmt":"2019-04-04T14:44:58","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=6248"},"modified":"2023-05-02T15:52:44","modified_gmt":"2023-05-02T15:52:44","slug":"organizational-change-fatigue","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/organizational-change-fatigue\/","title":{"rendered":"The ‘Long Tails’ of Organizational Change Fatigue"},"content":{"rendered":"

70% of transformation efforts fail.\u00a0This statistic should be seared into your brain by now.<\/p>\n

But why do so many change efforts fall short of their goals? Employee resistance<\/a> and poor management support are the two main culprits, according to McKinsey<\/a>.<\/p>\n\n

Here\u2019s the hard truth. You\u2019ve conditioned your employees to resist change.<\/h3>\n

The seemingly endless cycle of organizational change<\/a> has dragged employees into a perpetual state of exhaustion. This phenomenon is called organizational change fatigue.<\/p>\n

Change fatigue is dangerous because it harms the employee experience<\/a>, fuels resistance, and it can deflate even the most exciting change initiatives.<\/p>\n

This makes change fatigue a difficult ailment to remedy \u2014 the need to be agile<\/a> and adaptable in a constantly evolving digital landscape isn\u2019t due to go away any time soon.<\/p>\n

Here\u2019s how to effectively handle organizational change fatigue and make sure your transformation efforts succeed.<\/p>\n

Dive Deeper: The Ultimate Change Management Playbook<\/a><\/strong><\/em><\/span><\/p>\n\n

What contributes to the \u201clong tails\u201d of organizational change fatigue?<\/h2>\n

At the beginning of a change initiative<\/a>, you probably see it as moving from Point A to Point B \u2014 from the current state \"employeeto the end goal.<\/p>\n

But as we can all attest, the journey is rarely a straight line.<\/p>\n

Bumps in the road, market forces, unexpected internal changes, and any number of other factors necessitate you to add Point C, Point D, and maybe even Point E to your route.<\/p>\n

Meanwhile, employees must constantly change course, shift responsibilities, and learn new processes, often with few or no added resources.<\/p>\n

And this is just one change we’re talking about \u2014 most often, employees are navigating multiple changes all at the same time. Combined, these many \u201cshort tails\u201d end up having the effect of one big \u201clong tail\u201d change. This can be draining both mentally and emotionally.<\/p>\n

When the changes seem to never stop coming and never reach a resolution, the effects of change fatigue and burnout roll in<\/a>.<\/p>\n\n

The endless cycle of resistance and exhaustion<\/h2>\n

Employees bemoan change because they\u2019ve experienced the consequences of poor change management too many times.\u00a0Resistance is engrained in them \u2014 it is their first instinct and first defense.<\/p>\n

When resistance becomes the predominant attitude, it has the power to override even the most logical changes and make change fatigue worse.<\/p>\n

Here\u2019s an example I recently heard about. An enterprise company realized the need to update its meeting and \"changecommunications platform. Its old one was outdated and lacked important features. The company implemented a new system, which required various email explanations and lots of IT support.<\/p>\n

It soon became clear this was not a good choice. The platform was not intuitive, the connection was unreliable, and the need for support was unmanageable. After just a few months, the company leadership decided to switch platforms once again \u2014 this time to Zoom.<\/p>\n

But employees put up a fight.<\/p>\n

At this point, the familiar pain points of the flawed software seemed better than dealing with the drudge of onboarding<\/a> once again. Even though Zoom promised to be much better, employees lamented the switch.<\/p>\n

In effect, change fatigue fueled resistance. Because employees were already exhausted by the first transition, they resisted the second.<\/p>\n

Take the stress out of change management with WalkMe. Request a demo.<\/a><\/strong><\/em><\/span><\/p>\n\n

The solution: Create a better foundation for change<\/h2>\n

You cannot avoid change fatigue completely \u2014 most employees are already \u201cscarred\u201d from prior change failures, so the instinct to resist new changes already exists.<\/p>\n

But you can mitigate those negative effects by creating a solid foundation for future changes.<\/p>\n\n

1. See the big picture of change<\/h3>\n

The first step to doing so is understanding that it\u2019s not only the largescale \u201clong tail\u201d changes that case change fatigue and damage the employee experience. The many small \u201cshort tail\u201d changes that occur on a daily basis can also accumulate and spur this effect.<\/p>\n

For example, it\u2019s not just the newly appointed team leader that employees must adjust to. It\u2019s also the recent software version update<\/a>, the new Gmail interface, and the new system for scheduling meeting rooms.<\/p>\n\n

2. Keep the end in sight<\/h3>\n

The second step is making sure that all of the changes going on actually have some sort of resolution.<\/p>\n

Some change processes are long. The journey might need to be winding. But it\u2019s critical that eventually, you reach the destination. Otherwise, you\u2019re keeping your employees in limbo \u2014 always in the midst of change but never reaching the \u201cnew normal.\u201d<\/p>\n\n

3. Provide adequate support<\/h3>\n

The third and key step is to provide the resources and support<\/a> necessary to make the change easy. When you ask your \"employeeemployees to embrace a change, you\u2019re often asking them to upend the ways of working with which they are most comfortable. So, why not give them the tools to make it easy?<\/p>\n

For instance, digital learning solutions<\/a> that provide users with real-time guidance and support enable first-time users to complete any process. They don\u2019t need time-consuming training sessions or tutorials. They simply need to follow the steps on the screen.<\/p>\n

Boom. Problem solved<\/a>, frustration alleviated, and fatigue relieved.<\/p>\n\n

Focus on what you can<\/em> do<\/h2>\n

When resistance is pervasive, changing employees\u2019 outlook is a steep challenge. But by following the three tips listed above, you can slowly start to dismantle the defenses that fuel resistance and perpetuate change fatigue.<\/p>\n

And, by providing your staff with the right change management tools<\/a>, you can ensure all of your change efforts go as smooth and successful as possible.<\/p>\n

WalkMe\u2019s Digital Adoption Platform (DAP)<\/strong> transforms the user experience in today\u2019s overwhelming digital world. Using artificial intelligence, engagement, guidance, and automation, WalkMe\u2019s transparent overlay assists users to complete tasks easily within any enterprise software, mobile application or website. Discover how a DAP can revolutionize your business.<\/em><\/span><\/p>

Request a Demo<\/a><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"70% of transformation efforts fail.\u00a0This statistic should be seared into your brain by now. But why do so many change…<\/span>","protected":false},"author":246,"featured_media":6249,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"mobile_image_id":0,"tablet_image_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[359,89],"tags":[165,110,363],"class_list":["post-6248","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-management","category-digital-transformation","tag-change-management","tag-digital-transformation","tag-wmb-chng"],"acf":{"__coauthors":""},"yoast_head":"\nThe 'Long Tails' of Organizational Change Fatigue - WalkMe Blog<\/title>\n<meta name=\"description\" content=\"Today, change is constant. 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