Everyone’s Just Over It
READ TIME - 5 MINUTES
"Another workshop rescheduled," said Arjun, glancing at his calendar. "That’s the third one this month."
Leila sighed. "I sent out a survey last week—only two people responded. And one of them just wrote, ‘Too busy.’"
Arjun leaned back in his chair, rubbing his temples. "Feels like everyone’s just over it. But we’re not even halfway through the rollout."
Leila nodded. "They don’t hate us - it’s change fatigue. They’re exhausted. And honestly? I don’t blame them. When the effort feels bigger than the benefits, it’s hard to stay motivated."
Arjun frowned, staring at his empty workshop calendar. "Alright," he said, sitting up. "Let’s figure out how to make this easier—and maybe even fun—before we lose them completely."
Does Change Fatigue Really Exist?
In today’s fast-paced, agile workplaces, "change fatigue" is more than just a buzzword.
It’s not about stakeholders being lazy or resistant—it’s about feeling mentally and emotionally drained by constant shifts and new priorities.
What it really is: Change fatigue happens when the effort required for change outweighs the perceived benefits.
Stakeholders aren’t just tired—they’re questioning whether the work is worth it. And, in agile environments, where change is iterative and ongoing, that exhaustion can sneak up quickly.
Why it matters: If left unchecked, change fatigue can lead to disengagement, slower adoption, and even burnout.
But it’s not a dead end—it’s a signal to rethink how we’re engaging and supporting stakeholders.
Symptoms of Change Fatigue in the Modern Workplace
Change fatigue doesn’t usually announce itself loudly—it creeps in quietly through subtle behaviours.
Here’s what to watch for:
Low Energy: Stakeholders showing up to meetings but contributing the bare minimum.
Avoidance: Increased cancellations, reschedules, or vague "too busy" responses.
Surface-Level Engagement: Agreeing to actions but not following through.
Frustration: Complaints about "yet another change" or feeling like priorities keep shifting.
Declining Attendance: Fewer people showing up to workshops or optional sessions.
Lack of Feedback: Silence in response to surveys, emails, or other engagement efforts.
Delegation: Pushing change-related tasks onto junior team members or peers.
Cognitive Overload: Stakeholders struggling to keep up with the pace of updates or new processes.
Pro tip: Change fatigue isn’t just about volume—it’s about value. Stakeholders will stay engaged if they see clear, tangible benefits for their effort.
The "Re-Energise and Refocus" Strategy
When change fatigue sets in, the goal is to re-energise stakeholders by reconnecting them to the purpose and making engagement easier—and even enjoyable.
Why it matters: People are more likely to stay engaged when they feel that their effort is worthwhile and the process isn’t draining.
And let’s be real: adding some fun can make a world of difference.
How to do it:
Acknowledge the fatigue: Start by recognising that people are feeling stretched. Empathy builds trust.
Focus on benefits over effort: Amplify the value of the change by showing how it will make their work easier, faster, or more impactful. For example, "This new workflow will cut approval times by 40%—that’s hours back in your day."
Simplify the message: Cut through the noise by focusing on the "why" of the change. What’s the big-picture benefit?
Celebrate progress: Highlight wins—big or small—that have already been achieved. Even something as simple as "We’ve already had 50% of users successfully complete their first task in the new system with positive feedback" can reignite momentum.
Make it easier and more fun to engage:
Turn routine updates into interactive sessions (e.g., quick polls, live Q&A).
Use gamification—like leaderboards or friendly competitions—to spark interest.
Inject humour or light-hearted moments into workshops or communications (a well-placed meme or GIF can go a long way).
Host informal events, like a "coffee and change" morning, to encourage casual conversations.
Why ‘fun’ matters: Fun isn’t just fluff—it’s a powerful engagement tool. It creates positive associations with the change, reduces stress, and makes people more willing to participate.
When stakeholders feel good about the process, they’re more likely to stay engaged.
Pro tip: Ask yourself, "What’s one thing I can do this week to make engagement simpler or more enjoyable for stakeholders?"
Sometimes, small tweaks—like a shorter meeting or a more visual update—can make a big impact.
The Bottom Line
Change fatigue is real, but it’s not a dead end—it’s an opportunity.
By recognising the symptoms early and responding with empathy, creativity, and a focus on value, you can help stakeholders reconnect with the change and move forward with renewed energy.
That’s it for this week.
Next Tuesday, we’re tackling what happens when the change network goes quiet—don’t miss it!
See you then,
Team EVER
PS: Someone pass this on to you?
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