Change can be good for a business, specifically when it comes to adapting to the times and the needs of the workforce. Unfortunately, ineffective change management strategies can leave workers feeling like the change is not worth the effort. A new US survey on change fatigue found that while 63% of workers underwent changes within their organization, 34% of employees reported that the change was not worth the organizational effort.
The data reveals that many “improvements” within an organization, while well-intentioned, can ultimately counter any positive effects of making the switch. Workplace changes can leave workers more stressed than before, and it’s an observation worth exploring further.
Despite the benefits of change, ineffective change management systems can leave employees feeling like the transition is not worth the effort. (Image: Pexels)
The Cost of Ineffective Change Management Strategies: Stressed and Unimpressed Workers
Eagle Hill Consulting’s 2025 Change Management Survey recently took a closer look at change management in the workplace, exploring its impact on employees. Around 63% of US workers stated that their workplace had undergone a change in the last year. Just over a third of them believed that the change wasn’t entirely worth the organizational effort it took to undergo it. This might suggest that workers weren’t interested in the planned changes or the goals that the organization had set, but the data indicated otherwise.
The survey also revealed that 46% reported an increase in their efficiency, and 43% believed the change improved their focus on their organizational goals. The sore point lay in ineffective change management efforts, with only 25% of respondents adding that their organization was successful at rolling out the changes across the workforce.
“The key to successful change is not just what you change, but how you change. When employees experience increased workload and stress without adequate support during change, that ultimately impacts the effectiveness of change efforts. Smart, effective, and efficient change management strategies engage employees along the way,” Melissa Jezior, president and chief executive officer of Eagle Hill Consulting, said regarding the findings.
Why Do Employees Feel That Change Is Not Worth the Effort?
U.S. workers who reported undergoing change at work also added that the effort it took to do so weighed heavily on them. For some, the change meant an increase in workload, adding to their already full desks with more responsibility to accommodate the company’s evolution. For others, the workplace changes significantly added to their stress levels, leaving them more overwhelmed by the updated operations they would prefer.
The areas of ineffective change management become most evident during a period of transition, when employees need time to either rewrite their own mode of operation or balance these updated workloads. Around 62% reported that their managers did not stop to reduce their workloads to give them time to learn and manage the changes being introduced.
Planning for change isn’t merely about announcing an updated strategy, but also includes the process of accounting for every stage of the rollout and its impact on the workers.
What Do the Results of the 2025 Change Management Survey Mean for Businesses?
We have seen employees grow resistant to new technology and policy in 2025, and many of these issues have stemmed from a resistance to the goal of the changes. Employees are fearful of AI because of its impact on their jobs. They similarly worry about RTO policies because of the loss of flexibility and freedom to work on their own terms. Could improving the process of how these changes are enforced make employees less resistant to change? That is a distinct possibility.
Eagle Hill’s research also revealed that 57% of employees felt their opinions were considered when it came to the changes that were needed at work, but only 33% believed that their voices mattered in terms of prioritizing change initiatives. Matters were more disappointing when it came to implementation, with only 40% feeling acknowledged in the process.
Employees often appear resistant to change, however, most are willing to go along with decisions that make an improvement in workplace operations. Things grow more complex when the changes aren’t planned in their entirety and employed in a way that does not allow employees to navigate them.
Employee Feedback During Implementation Could Be the Path to Making Effective Changes
The post-pandemic workplace stress has remained high over the last few years, with the impact of the two years of global lockdown still being unpicked within the workplace. As new technology and reworked strategies make their way onto the organizational floor, it is important to consider their impact on employees. Some workers may be more inclined towards change than others, but most are prepared to take on a new challenge and adapt to survive in the workplace.
This survival instinct can occasionally be overwhelmed by the nature and scale of the evolution, leaving them feeling like the change is not worth the effort. Addressing the gap in communication between employers and decision-makers can eliminate some of the hesitation. It is undeniable that, for the steps to be planned out thoroughly, employees remain the greatest source of information. Not only can they fill in the gap on available knowledge, but also add details with regard to how the transition can be made more smoothly.
Empowering teams by dividing the burden of transition evenly between workers and hearing their concerns with regard to the process can turn concerns of ineffective change management around, to focus on problem-solving instead. When exploring the possibility of change, consider the process of implementation well.
Have you also witnessed ineffective change management strategies at your organization? Share your concerns and experiences with us. Subscribe to The HR Digest for more insights on workplace trends, layoffs, and what to expect with the advent of AI.