Tired people do not function as well as they, or their leaders would like.
The phrase that has been coined for this is change fatigue and it has been happening because there has been so much change in organisations. New technology, new systems, new processes, new structures and the list goes on.
An article in HC magazine talks of resilience and how training and HR can help http://www.hcamag.com/hr-news/how-hr-can-help-workers-cope-with-change-fatigue-231810.aspx
It’s an article about resilience and resilience training.
Interesting how Simon Sinek (who I heard speak at an event last week) mentioned about the lack of resilience in younger generations and I think we have an issue that is only going to grow in importance.
My top tips for managing and handling change fatigue are:
1. Look after baseline stress and health. When you are feeling good in yourself your ability to cope with change and stress is at its peak.
If you have been juggling a lot of things and then one more is added, this is the proverbial straw that broke the camel’s back
(This is about overall well being)
2. remind people of the things that they have done well in the past and how those things contribute to them doing the next/new thing well.
Sometimes change fatigue is related to the self talk more than to the scale of the change itself. When people believe that this change is only a small logical step from the one before then their response is less likely to be traumatic. (I know this isn’t always the situation – some change is really big)
3. Think carefully about what you say and when you say it. A change that is mentioned months in advance of it being implemented can become stressful because the fact that it was mentioned so early implies that it is going to be a huge change.
If in doubt, consider getting some brief advice from a change management consultant or expert. Their guidance may be invaluable to you and your team.