Periods of organizational uncertainty can be difficult for employees, particularly when questions about the future remain unanswered. Concerns about shifting priorities, changing responsibilities, or what lies ahead can add to the demands of everyday work. When changes keep coming, or when employees spend long periods anticipating what might happen next, even adaptable teams can begin to feel worn down.
Researchers call this change fatigue, the exhaustion employees can experience when they are repeatedly asked to adjust to organizational changes. A 2022 study published in the Journal of Organizational Change Management found that employees experiencing more frequent organizational changes reported greater change fatigue, which was associated with increased burnout, lower engagement, and reduced job satisfaction.
For supervisors, this presents a challenge: How do you help your team stay engaged when you cannot necessarily resolve the uncertainty or remove the pressures they are experiencing? Supervisors may have limited influence over larger organizational decisions, but they can help employees navigate change through everyday interactions and decisions.
Help employees reconnect with what matters
When the bigger picture feels uncertain, employees may lose sight of how their daily work contributes to meaningful goals. Help employees understand how their contributions support their unit's priorities and the University's mission.
Take time to revisit team priorities, explain the reasoning behind decisions when possible, and invite employees to identify work they find meaningful. Try asking:
- Which parts of our work feel most important right now?
- What’s being asked for in our services and what should we prioritize?
This can help respond flexibly to the highly variable circumstances of direct service/front line operations. Helping employees connect their work to a larger purpose can provide a sense of direction and reinforce the value of their contributions, even during difficult circumstances.
Moving forward
Supervisors cannot eliminate every source of uncertainty or prevent every organizational change. They can, however, recognize when change is taking a toll, help employees stay connected to meaningful work, and reduce unnecessary pressures wherever possible.
By paying attention to how employees are experiencing change and making thoughtful adjustments along the way, supervisors can help their teams maintain energy and find a sustainable way forward.
