When Change Fatigue Turns into Open Cynicism
READ TIME - 3 MINUTES
“Alright, team, just a quick update about the new reporting process,” said Mel, trying to sound upbeat as she wheeled her chair closer to the meeting table.
Ash raised an eyebrow and leaned back, arms crossed. “Which new process is this? Number four or five for this year so far?”
A ripple of laughter rolled around the room.
Someone on Teams muttered, “Wake me up when it’s over,” and another in the room added, “Can’t wait for the next ‘game-changing’ announcement lol.”
Mel paused, feeling the weight of every eye-roll.
She glanced at the window, where the drizzle outside matched the mood inside. “I get it,” she said, half-smiling. “Feels like we’ve all earned a PhD in ‘change’ this year.”
Why Cynicism is Contagious (and What to Do About It)
Let’s be honest, after months (or years) of rolling changes, even the most enthusiastic stakeholders can get jaded.
When every update promises to be “the one” and nothing really sticks, people stop believing.
That’s when fatigue turns into open cynicism: think eye-rolls in meetings, sarcastic comments in the kitchen, and a general sense of “here we go again.”
It’s tempting to power through or ignore the negativity, but cynicism is contagious.
If it’s not addressed, it can quietly derail even the best-laid change plans.
The good news? You can turn that energy around if you meet it head-on.
The “Cynic-to-Connector” Conversation
What it is:
A practical approach to transform eye-rolling and sarcasm into honest dialogue, so your team (or stakeholders) feels heard, not dismissed, and can reconnect with the purpose behind the change.
Why it works:
When people feel safe to voice their emotions without being shut down, you get the real story behind the resistance.
Often, cynics are just passionate people who’ve been burned before.
By inviting them into the conversation, you tap into their experience and can start to rebuild trust and genuine engagement.
How to do it:
Acknowledge the elephant in the room. Start by naming what everyone’s thinking: “I know we’ve been through a lot of changes lately, and it’s normal to feel sceptical.”
Invite honest feedback without judgement. Ask, “What’s your biggest worry about this change?” or “What’s made previous changes hard to trust?” Listen without defending or explaining. Once someone answers, ask ‘What else?’
Find the wisdom in the cynicism. Look for genuine concerns or past lessons in what’s being shared. “That’s a fair point. Last time, the rollout was rushed. What would help us do it better this time?”
Co-create a way forward. Involve the cynics in shaping the next steps, even if it’s just small tweaks. Ownership shifts the energy from “us vs them” to “let’s fix this together.”
Pro tip: Ask the most cynical team member to be your “change barometer”: someone who’ll call it like it is and keep you honest along the way.
The Bottom Line
Change fatigue is real, but cynicism doesn’t have to be the end of the story.
By turning resistance into real conversation, you’ll not only defuse negativity but also harness your team’s hard-won wisdom for better results.
That’s it for this week.
Next Tuesday, we’ll share practical tips for re-energising your team as the days get longer and footy finals fever takes hold.
Don’t miss it!
See you then,
Team EVER
PS: Someone pass this on to you?
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