Change Fatigue or Transition Fatigue?
Many organizations reach a point of saturation – where even the boldest executive says, “I think our organization has change fatigue.” Typically, this statement occurs after reviewing engagement survey scores or following a few active listening sessions. This new-found awareness generally comes after a period of chaos, which could include any of the following in combination – executive changes, a significant strategic change (or two), a change/transformation initiative that wasn’t well received, a big system implementation, and/or difficult business conditions & financial duress.
Yes, your organization probably has Change Fatigue. But here is the thing – change is inevitable; you can’t stop change from happening in an organization. But what you can do is become better at transitions and build transition management muscles for leaders and employees.
Change is an event that is situational and external. Something must stop or start. In an organization, this could be a promotion, a new boss, your work bestie leaving the company, or a new project.
Transition is the psychological reorientation that occurs within us when we adapt to change.
Transitions vary according to the individual and depend on their previous experiences. For example, we have all moved homes. For some, it is a result of a positive event, such as attending college, getting an apartment with friends, or purchasing a house with a partner. For others, there might be more negative feelings associated with it – moving ten times as a child and having to constantly start over or being evicted and forced to move into a home that was less than ideal.
In an organization, how an employee reacts to a change can differ dramatically. Some are excited to learn from a new boss while others are terrified because their previous new boss was a micro-managing raging psycho. Some are thrilled to have modern technology that will make their job easier while others fear that modern technology will lead to job losses. A difficult fiscal crisis energizes some who see it as an opportunity to make changes and find solutions. Others freeze and see it as a sign of impending doom.
There are three phases that we all go through in a transition:
Ending, losing, and letting go,
Neutral Zone
The New Beginning
Within each phase, there are strategies and tactics to navigate these phases in a healthy and sustainable way. If everyone, from the CEO to the administrative assistant, had a better understanding of transitions, it would greatly improve employee engagement, change adoption, and business results.