Change Fatigue
Toolkit

Possible signs include frustration, disengagement, uncertainty, reduced motivation, difficulty focusing, increased stress or hesitation about another new initiative. These signs can have many causes, so don’t assume change fatigue is the explanation without learning more.

Think of change as a backpack. Each new initiative or demand adds weight. Consider the full load employees are carrying:

• How many changes are happening at once?
• How quickly are changes being introduced?
• Are priorities, responsibilities and expectations clear?
• Do employees have enough time, staffing, training and information?
• What other demands may be affecting their capacity?

• Organizational Change Management — CalHR — Explore CalHR’s change management framework and practical guidance.
• Understanding and Defining Change — CalHR — Identify what is changing, who is affected and what the change is intended to accomplish.
• Disruptive Change Is Hitting Leaders and Managers Hardest — Gallup — Explore research on the relationship between disruptive change, employee engagement, burnout, trust and communication.

Before adding new work, consider what can realistically be accomplished alongside existing responsibilities.

• Clarify what is most important and what can wait.
• Sequence changes or introduce them in phases when possible.
• Identify work that can stop, pause or be simplified.
• Confirm who will absorb additional responsibilities.
• Provide the time, training and information employees need to adapt.

Employees need to understand what is changing, why it matters and what it means for them.

• Explain what is known, what is still uncertain and what happens next.
• Give employees time to process information and ask questions.
• Invite feedback and follow up on concerns.
• Acknowledge the impact of change without dismissing concerns or making promises you cannot keep.
• Recognize progress and reinforce what is working.

Before introducing another change, ask:

• What should we start, stop, continue or pause?
• What other changes are affecting this group?
• Who will take on the additional work?
• Do employees have the time, skills, information and support they need?
• How will we gather feedback and adjust our approach?

• Communication and Stakeholder Engagement — CalHR — Find practical communication guidance, reflection tools and templates.
• Training and Support — CalHR — Identify skill gaps, plan training and provide ongoing support.
• Sustaining Change — CalHR — Gather feedback, reinforce progress and address barriers.
• California Department of Technology — Explore the department’s resources for technology projects and organizational change.

• Clarify. Explain what is changing, why it matters, what is known and what remains uncertain.
• Acknowledge. Recognize that change can be difficult, especially when several demands compete for employees’ time and attention.
• Ask. Invite employees to share what is challenging, what they need and what would make the transition more manageable.
• Support.Identify practical next steps, adjust what you can and connect employees with relevant resources.

• Work: Address workload, priorities, timelines, staffing and role clarity.
• Team: Strengthen communication, flexibility, connection, recognition and peer support.
• Support: Connect employees with appropriate workplace resources, benefits, employee assistance and specialized support.

Employee support resources matter, but they cannot replace attention to unreasonable workloads or poorly managed change.

• Whole You Employee Assistance Program — CalHR Benefits — Explore no-cost, confidential support for eligible state employees and dependents, including counseling, wellbeing coaching, work-life resources and crisis support.
• EAP Manager Resources — CalHR Benefits — Find guidance for managers and supervisors on workplace challenges, employee concerns and accessing confidential manager consultations.
• State Supervisors & Managers — CalHR Benefits — Explore additional resources for supporting employees and promoting workplace wellbeing.

These resources offer additional perspectives on leading change, communicating effectively and helping employees navigate uncertainty.

• Proven Change Management Principles: How to Effectively Initiate It — Gallup — Learn about communicating a clear vision, involving the right people and sharing information at the right time.
• Successful Organizational Change Needs a Strong Narrative — Gallup — Explore how explaining why change is happening and what it means can help employees understand the direction.
• Disruptive Change Is Hitting Leaders and Managers Hardest — Gallup — Explore how disruptive change affects leaders and managers, including its relationship to burnout and engagement.
• Dealing With Uncertainty and Embracing Change in the Workplace — Gallup — Explore communication, transparency and a strengths-based approach to navigating uncertainty.

HR professionals can help departments plan for change, assess workforce impacts, equip managers and identify barriers that need broader leadership attention.

• Statewide Organizational Development — CalHR — Explore organizational change management, process improvement and other organizational development resources.
• Communication and Stakeholder Engagement — CalHR — Find communication planning tools, stakeholder resources and team reflection guides.
• Training and Support — CalHR — Explore training plans, support practices and tools for identifying employee needs.
• California Department of Technology — Explore statewide technology and project resources relevant to organizational change.