After successive crises (COVID, digitalization, reorganizations), teams are saturated
The successive waves of transformations — health-related, organizational, technological — have exhausted employees. Understanding and acting in response to change fatigue has become imperative to preserve motivation, performance, and cohesion.
The numbers that speak
🔵 Gartner (2023):73% of employees report being affected by change fatigue — a hindrance to their engagement and effectiveness.
🔵 Pace of transformations: Each employee experienced an average of 10 planned changes per year in 2022, compared to only 2 in 2016 — a pace that deepens collective exhaustion.
🔵 Declining trust: A Visier survey (2023) shows that employees are more anxious and less inclined to trust their employer than in 2022.
🔵 Mental health: A Reed study (2025) reveals that 85% of workers have experienced symptoms of exhaustion or burnout related to work, with 47% having to take leave for mental health reasons.
Understanding emotional weariness: a crucial issue
Change fatigue manifests as apathy, demotivation, or even disengagement — what some call “quiet cracking”: a gradual disillusionment that does not degrade the external image but drains employees of their energy.
This phenomenon is exacerbated by the emotional and cognitive overload that permanent change induces, making chronic stress and disengagement true systemic risks.
Preventing demotivation and restoring trust
To reverse this trend, organizations can act on several levers:
🔵 Rhythm changes: avoid saturation by spacing out initiatives or calibrating them in tune with the teams.
🔵 Strengthen managerial presence: managers trained to spot signs of fatigue, listen, reassure, and support make a difference.
🔵 Create emotional regulation spaces: well-being workshops, speaking circles, collective rituals help relieve pressure and recreate connection.
These measures contribute to transforming latent exhaustion into renewed energy, gradually reshaping the work climate.
My support: accompany rather than endure
In my support, I assist organizations and managers with concrete and human tools to overcome fatigue:
🔵 Participatory and regulatory workshops to restore meaning, identify weak signals, and create a calm speaking space;
🔵 PNL sessions to strengthen emotional resilience and ease invisible resistances;
🔵 Skills assessments to allow employees to reposition themselves in a changing context and regain confidence;
🔵 A clear and empathetic communication strategy to support transitions in a human way, avoid misunderstandings, and restore collective trust.
Towards sustainable and human change
Change fatigue is a warning signal — not a fatality. By responding with listening, strategy, and support, companies can reinvent transformation: no longer endured, but embodied, with an approach that respects human cycles as much as organizational objectives.
And you, are your teams affected by change fatigue — or are you already in the process of (re)designing a more sustainable and human pace?
