Organizational change fatigue or change fatigue is a general sense of apathy or passive resignation towards organizational changes by individuals or teams, said to arise when too much change takes place,[1] or when a significant change follows immediately on an earlier change.[2] When change fatique arises, organizational change efforts can become unfocused, uninspired and unsuccessful, and individuals involved in change experience burn-out and become frustrated.[3]

Avoidance

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Various business writers have identified ways of avoiding change fatigue including reductions in the number of organisational change initiatives, making change happen on a smaller scale and countering "the notion that you need heroic leaders in order to have meaningful, sustained change."[2] Development of resilience and resourcefulness among those affected by change have been seen as beneficial considerations.[4]

See also

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References

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  1. ^ Turner, Dawn-Marie. "Change Fatigue: Is Your Organization Too Tired to Change?". thinktransition.com. Retrieved 24 April 2014.
  2. ^ a b Morgan, N., Do You Have Change Fatigue?, Harvard Business School, "Working Knowledge" series, published 9/10/2001, accessed 24 June 2023
  3. ^ Perlman, K., Change Fatigue: Taking Its Toll on Your Employees?, published 15 September 2011, accessed 28 April 2023
  4. ^ Gill, A., Overcome change fatigue by promoting resilience and resourcefulness, published 22 November 2011, accessed 24 June 2023

Further reading

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