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Causes vary and reflect the complexities of the economic, political, environmental and social context within organizations (Ferguson, 2011).
Causes vary and reflect the complexities of the economic, political, environmental and social context within organizations (Ferguson, 2011).
Three main factors emerged as a theme in contributing to change fatigue; constant change, lack of support and change management.
Three main factors emerged as a theme in contributing to change fatigue; constant change, lack of support and change management.
Constant Change
Constant Change
Change fatigue is accelerated when there is a perception that there is too much change taking place at one time within an organization (Berneth et al., 2011).
Change fatigue is accelerated when there is a perception that there is too much change taking place at one time within an organization (Berneth et al., 2011).
Leads to the depletion of employees adaptive resources and can cause feelings of angst and uncertainly with front line staff (Berneth et al., 2011).
Leads to the depletion of employees adaptive resources and can cause feelings of angst and uncertainly with front line staff (Berneth et al., 2011).
Employees have difficulty gaining control, leading to the inability to align their thoughts and actions in order to make sense of change (Berneth et al., 2011).
Employees have difficulty gaining control, leading to the inability to align their thoughts and actions in order to make sense of change (Berneth et al., 2011).
Lack of Support
Lack of Support
The process of change often places new expectations on employees; they must adopt new working patterns, roles, skills and behaviors (Ferguson, 2011).
The process of change often places new expectations on employees; they must adopt new working patterns, roles, skills and behaviors (Ferguson, 2011).
The process of change can be overwhelming to employees, therefore the process needs to be directly supported by senior management and those in leadership roles; leadership must be actively involved in the change process, continually interacting with all employees affected by change initiatives (Ferguson, 2011).
The process of change can be overwhelming to employees, therefore the process needs to be directly supported by senior management and those in leadership roles; leadership must be actively involved in the change process, continually interacting with all employees affected by change initiatives (Ferguson, 2011).
Lack of support from management can therefore lead to discouraged, disillusioned and apathetic employees; consequently leading to change fatigue and overall failure of the intended organizational change (Turner, 2016).
Lack of support from management can therefore lead to discouraged, disillusioned and apathetic employees; consequently leading to change fatigue and overall failure of the intended organizational change (Turner, 2016).
Change Management
Change Management
The way in which change is managed precipitates the amount and depth of change fatigue within an organization (Ferguson, 2011).
The way in which change is managed precipitates the amount and depth of change fatigue within an organization (Ferguson, 2011).
Common causes of change fatigue correlated with change management include:
Common causes of change fatigue correlated with change management include:
a. Poor planning and roll out of initiatives (National Institute for Children's Health Quality (NICHQ), 2020).
a. Poor planning and roll out of initiatives (National Institute for Children's Health Quality (NICHQ), 2020).
b. Lack of communication (NICHQ, 2020).
b. Lack of communication (NICHQ, 2020).
c. Improper engagement of employees (NICHQ, 2020).
c. Improper engagement of employees (NICHQ, 2020).
d. Leaving little room for error (NICHQ, 2020).
d. Leaving little room for error (NICHQ, 2020).
In addition, individual resiliency to change depends on a number of factors (Love, 2016):
In addition, individual resiliency to change depends on a number of factors (Love, 2016):
a. Personal Situations
a. Personal Situations
b. Workload
b. Workload
c. Support systems
c. Support systems
d. Morale
d. Morale
The following YouTube video provides an example of change fatigue that happened in Alberta Health Services, Children and Youth Services. As presented in the video, many initiatives were implemented at the same time: a response model, a new computer systems, the 4 pillars initiative, in conjunction with managing regionalization and rollbacks.
The following YouTube video provides an example of change fatigue that happened in Alberta Health Services, Children and Youth Services. As presented in the video, many initiatives were implemented at the same time: a response model, a new computer systems, the 4 pillars initiative, in conjunction with managing regionalization and rollbacks.
This example shows that even the best initiatives can be greatly affected by change fatigue and poor implementation.
This example shows that even the best initiatives can be greatly affected by change fatigue and poor implementation.
AUPELocal6. (2008, Novemenber, 25). "Change fatigue" in Alberta children & youth services. [video]. YouTube. https://www.youtube.com/watch?v=_7L9q7O_mx0
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