In a world where the tech landscape is ever-changing, the need to keep up-to-date and maximise efficiency using technology is prioritised, and the capacity of employees to adapt is not considered to the extent it needs to be. Without this synergy, some would argue change initiatives are not worth the paper they’re written on (or the computer they’re coded on).
Responding to continual change a substantial factor causing burnout in many organisations. This will inevitably reduce employee retention, productivity and trust in the employer. So, how can it be prevented?
Understand the Whole Picture
As a leader, focus is often on the bigger picture, but it is important to understand how the changes being put in place affect each department. This way you can understand the support needed and spot smaller problems before they escalate.
Promote Feedback
It can be hard to hear criticism and more difficult to sweep problems under the rug when there is no platform for discussion. To better understand and buffer change fatigue, consider providing a way that employees can submit their concerns, with an option for anonymity. This way employees can express their feedback, positive as well as negative, in a place they feel safe to do so.
Work With Everyone
Try to involve everyone in the planning and decision-making process. Not only will this help reduce change fatigue, but their input is also integral to ensuring a successful and productive transformation.
Allow for Rest
The process of digital change can be stressful for everyone. Social activities, time for rest, and work from home initiatives are guaranteed provide some relief, helping to alleviate change fatigue.
Keep Everyone in the Loop
Being asked to shift focus and change priorities can be frustrating without a full explanation. Provide information about the reasons for change, the expected outcomes, and how it aligns with organisational goals.
Provide Comprehensive Support
Provide comprehensive training (also ensuring employees have sufficient time to complete this alongside their workload), and encourage them to reach out.
Manage Expectations
Remember that transformational change takes time. Employees must adapt to new ways of working. This may mean that they produce less work while they adjust. Ensure your expectations align with this to avoid putting unnecessary pressure on employees. Additionally, set realistic expectations about the pace and impact of change. Avoid overpromising or underestimating the challenges involved. Be honest about the potential disruptions and difficulties that may arise, but also emphasize the long-term benefits and opportunities that change can bring.
Celebrate Progress
Celebrating small wins can help encourage individuals to keep working on change, ensuring a positive and rewarding journey.
With these strategies, you can help avoid change fatigue and ensure everyone is managing change collaboratively, productively and with a positive outlook!
Learn more about Digital Leadership from public sector experts at DigiGov Expo, taking place live at the ExCeL, London. Find out more.
Eloise Smith
Conference Producer, GovNet Tech Portfolio
