Change fatigue is real

Change fatigue is real – and it's hurting transformation efforts.

In a recent poll on LinkedIn, I asked:
“How does your team typically respond to frequent organisational changes?”

Here’s what people shared:

✅ Embraces change proactively – 10%

This suggests that high-performing, change-positive teams are the exception, not the norm. These teams are probably well-supported, have strong leadership, and a clear sense of purpose during transitions.

🕰️ Adjusts but needs time – 52%

This indicates that while there is a general willingness to accept change, the process isn’t seamless. It suggests that many teams are operating in a state of compliance rather than enthusiasm. Support structures may be in place, but more could be done to increase confidence and speed of adjustment.

⚠️ Resists and struggles – 14%

While this is a minority, it still represents a barrier to transformation. This group probably includes teams with poor communication from above, little or no involvement in the change process, or past negative experiences with change initiatives.

😩 Experiences change fatigue – 24%

Nearly a quarter of respondents feel worn down by the frequency or pace of change. This is critical, as fatigue doesn't just reduce performance - it erodes trust in leadership and lowers morale over time. It also increases the risk of passive resistance or disengagement.

That means nearly 4 in 5 people are either hesitant, fatigued, or just barely keeping up with change.

This aligns with what we’re seeing in our co-creation workshops and client conversations: even the most strategic change initiatives lose momentum when teams feel overwhelmed, disconnected, or unheard.

What are the implications for leaders and transformation consultants?

Change isn’t the issue - fatigue is. Organisations don’t need less change; they need to manage it better. The data supports the need for sustained, human-centred change strategies.

Time is a tool, not a luxury. Over half of teams need time to adjust, which means pacing and sequencing change matters just as much as the change itself.

Support and engagement are essential. Solutions that build resilience, encourage co-creation, and maintain psychological safety can reduce fatigue and increase engagement.

At Kentish and Co, we’ve developed proven approaches to help organisations:

✅ Reduce resistance
✅ Prevent burnout
✅ Build real behavioural change that sticks

Whether your teams need help adjusting to change or you're aiming to shift from fatigue to proactive engagement, we’re here to support you.

Let’s turn change into progress - not pressure.

How does your team manage change? I’d love to hear your experience.