Most people would agree that changes keep life interesting. It doesn’t take long for the same old routine to feel boring and unengaging. But what happens when there are too many changes too rapidly? There is such a thing as change saturation and even change fatigue. 

After over a year of working virtually, wearing masks, and constant hand sanitization, things were beginning to look like they did pre-pandemic. In some areas, restrictions are tightening again as a new wave of the delta variant takes over. With so many changes and adjustments to how and where we work, it’s understandable that employees would feel change fatigue. They are not able to adapt quickly enough to ever-changing policies and procedures, so their productivity and quality of work suffer. It’s overwhelming. So how can we identify when our teams are feeling change fatigue and what can we do to overcome it?

Recognizing Change Fatigue

When changes occur in the workplace, whether it’s to duties, procedures, or something else, the ADKAR model shows us how employees react when they accept and believe in the change. They support the change and they actively reinforce the change in order to sustain it. This is not always the case, however, and when an employee is change fatigued, they show different signs. Some symptoms and signs to look for are:

• Frequent complaints and resistance to changes
• Indifference about changes or complete disengagement
• Employee burnout and visible exhaustion
• Negative attitude and skepticism about the effectiveness of the change

It is important to recognize these signs because change fatigued employees are less productive and do not feel job satisfaction. Change fatigue can lead to delayed and failed projects or even higher employee turnover rates. Now that we know how to spot change fatigue, how do we overcome it?

Overcoming Change Fatigue

If you recognize change fatigue in your organization, you must address the physical and emotional impact on your employees. You’ll benefit from doing what you can to pause change initiatives and take some time to analyze your situation. What has created the change fatigue and what can you do to prevent it from happening again? When it comes to change fatigue related to the Covid-19 pandemic, change has been out of your control. But you can get feedback from your employees about how you might have improved the situation and how you can better support change in the future.  A few other ways you can prevent and overcome change fatigue are:

Invest in employee resiliency.

Employees are more able to navigate new changes when they are emotionally healthy and they feel supported. You can invest in employee resiliency by providing great benefits, offering wellness programs, and ensuring employees utilize PTO to refresh and reset.

Implement consistent feedback loops.

Leaders that listen to and give employees a voice generate a sense of understanding and trust which results in a stronger willingness to adopt changes. Stay up to date on how your employees feel and look for opportunities to showcase how you’ve listened and implemented their suggestions. 

Change can be a good thing and it’s the only way to improve and correct past mistakes. Implementing too many changes in a short period of time, however, can hurt a company more than it helps. Be cautious and listen to your employees to ensure that the changes you implement are effective and that they aren’t becoming change fatigued.

As offices start to open backup and things get back to where they were pre-covid, there are bound to be questions, comments, and maybe even some concerns about the return to in-person work environments. Everyone’s work-life balance has changed in one way or another, so to change again can feel overwhelming. Just when the world adapted to a more remote work style, stepping back into a routine that once was the norm can have its pros and cons. Whether your team’s feelings are excitement or scarcity, it’s essential to have a plan and be prepared to make the transition back to cubicles and water cooler talk as smooth as possible.

When transitioning back to the office, the goal is to make it as seamless as possible and make sure your team feels heard, safe, and trusts you have their health in mind for all future decisions. The pressure to make these decisions weigh on many executive and management teams, and being prepared is critical to making the right decision for your organization.

Safety First

The cleanliness of the office (especially all common areas) is a big concern many have with returning to their desk. Now more than ever, people are worried about the likelihood of germs spreading, not knowing who’s touching what, and the possibility of being in close quarters with someone who has the virus or who has been exposed to it. However, there are many steps that employers and employees can take to create a clean environment for all.

• Hire a professional cleaning company to come in to clean and sanitize the entire office and common areas.
• Provide multiple hand sanitizing stations.
• Supply cleaning supplies to employees to use when needed.
• Suggest employees use common areas only when needed and put small policies in place like eating lunch at their desk or outside

Time Efficiency

Creating a healthier work-life balance and having more freedom in a day’s work is definitely a pro to working remotely. Planning meetings around lunch and school pick up, fewer costs like less gas to communicate and after-school activities for the kids, and having the comfort of loungewear instead of a suit and tie is appealing. However, being face to face allows employees to focus on their work and have a designated place to be dialed in. Being in-person provides direct communication with others instead of waiting for an email or call back. The convenience of walking to someone’s desk gives an employee less time to wait and more time to be productive. In addition, an employer can see how their team is using their time and what changes are needed to run as efficiently as possible.

Team Atmosphere

Having a face-to-face dialogue is easier to decipher what is working and what is not. To build and have your ideal team, focusing on how your employees feel by seeing their facial expressions, watching their body language, and feeling the energy in the space allows an employer to make communication adjustments when needed. The team dynamic plays a significant role in company success, and without having everyone together in one place, how can you know what’s working? A connected team that plays off each other’s ideas (like in an impromptu meeting for example) can lead to innovative ideas and breakthroughs. These types of meetings and experiences within your company are less likely to happen in a remote workspace.

When it comes to this big change, how and how often you communicate with employees will allow them to feel comfortable and safe. Keep your employees in the know, bring awareness to what’s to come, guide them in their next steps, and welcome their feedback. Ease the tension of worries and concerns that come your way by having a plan set in place for every step of the way.

This is the first part in our Summer of Transition series. Follow along this summer as we continue to discuss going back to work, how to be productive in a hybrid workplace, and how to feel part of the team when you continue working from home. Each person is going to have a different timeline, set-up, and experience, and ON Point is here to support everyone!

Burnout isn’t a new concept. The term was first coined in 1974 by Herbert Freudenberger in his book, Burnout: The High Cost of High Achievement. According to Merriam-Webster, burnout is the exhaustion of physical or emotional strength or motivation, usually due to prolonged stress or frustration. For years, we’ve known the causes and symptoms of burnout and how we can overcome it. But, what has never happened during that time was a year (we’re being generous, it’s going on 14 months) like this past one.

The list of factors that can lead to burnout, such as: lack of control, work-life imbalance, monotony, and an unmanageable workload, now read like a list that is all too familiar. Many aspects of our personal lives and work lives have been out of our control. Shifting to remote work has blurred the line between work and home. Childcare and virtual schooling have created a constant pull throughout the day, and the pressure to keep up and excel at our jobs is stronger than ever.

Many are indeed experiencing one or more of these factors, but not everyone is experiencing burnout. How do you know if you’re feelin’ the burn(out)? It’s more than just feeling stressed or overwhelmed. Here are some of the most common symptoms:

• A significant shift in your mood towards your work and/or coworkers: You may notice your stress level is high and constant. You may become irritable or impatient with coworkers. Or, you may even feel numb and completely disconnected from the work you are doing.
• You are physically feeling it: You may feel unexplained physical symptoms such as headaches and stomachaches. You may also experience insomnia or abnormal fatigue.
• Reduced performance: You may find it challenging to get started on your work, stay focused, or complete tasks. The quality and quantity of your work may suffer.
• Finding unhealthy ways to cope: When you stop to think about it, you may realize you’ve been using unhealthy eating habits, alcohol, drugs, or destructive self-talk to feel better or to feel nothing at all.

Can you relate to these symptoms? If so, you are not alone. Indeed conducted a survey to compare current burnout rates to those in 2020, before Covid. Every generation has seen an increase in burnout rates. 80% of respondents believe Covid-19 has impacted workplace burnout somehow, and 67% say burnout has worsened during the pandemic.

The good news is that burnout is preventable and reversible! Here are our top tips to take back control of your emotions, wellbeing, and mental health:

• Reset your boundaries: We had to quickly transition to remote work without having the proper time to reset our boundaries. It’s not too late! Set aside 15 minutes and write down what you need for your day to well-balanced. It could mean spending the afternoon in one area of the home and the evening in a different one after work. It could be setting asides days, or times of day, for task work or deep work. Maybe you turn off notifications during your deep work time. Ensure your plan includes protecting enough time for sleep!
• Do it together: The chances are great that your friends, family, coworkers, and even managers are feeling some of the same burnout symptoms you are. Share what you’re going through with those close to you. Have an honest conversation with your manager and ask for support in resetting your boundaries.
• Get moving: Whether it’s sitting outside on a sunny day, going for a walk, or enjoying a full-on workout, movement and fresh air the best free medicines!
• Feed your soul: If your job is the most important thing in your life and you tie your identity to it, burnout is a higher possibility. Remember, you are more than your job. Ensure you are continuing to enjoy hobbies and learn new skills outside of work.
• Use your PTO: Last, but certainly not least. Just because you may not be able to spend the day with a big group of friends, or travel to your favorite vacation spots, doesn’t mean you don’t need time off. Schedule days that are true PTO for you to unwind and have fun!

Don’t put pressure on yourself that you have to flip the script and fix everything in a day. Small steps each day will ensure you’re working towards reversing or preventing burnout.

As diversity and inclusion have been an important focus, businesses have made progress, but we still have to continue to dig deep to align our DEI initiatives with our everyday operations. Here’s where your focus should be in 2021 to stay ON Point and set your organization and team up for success:

Put your soft skills in play.

An ON Point leader knows emotional intelligence and empathy are crucial in today’s workplace. As they say, “We are all in the same storm, but on different boats.” All employees are affected by the ongoing pandemic, with external factors affecting their day-to-day work in different ways. Yet, women, especially women of color, have been hit hardest, with many even leaving the workforce to take care of their families.

As a leader, create space for open and honest conversations and allow your team to voice their concerns. This is essential to building an inclusive workplace. When leaders appropriately address different viewpoints at work, employees will feel supported by you and the organization.

You can’t fix what you don’t know, and you must keep your pulse on these issues to put support structures in place. Remember that an organization’s success is directly linked to its employees!

Diversity among teams is a win for everyone.

Diversity has been at the forefront for a few years, and the results have demonstrated wins across the board.

Drawing on many lived experiences and viewpoints, diverse teams are often more creative and innovative, outperforming homogenous teams and generating more revenue. These diverse viewpoints will also ensure you’re speaking to and reaching a wider, inclusive audience for organizations offering services or products.

Lived experiences and viewpoints long underrepresented will not only find a place to be amplified, but these will be heard by the rest of the team, creating a natural environment of learning, bettering each of your employees and your workplace culture.

Address unconscious bias.

Guess what? We all have unconscious bias. To build diverse teams and take various viewpoints and lived experiences into account, leaders must recognize their own unconscious bias so they do not form their decisions. As a leader, it starts with you. You can minimize the effects of unconscious bias across your team and your organization.

In its simplest form, you can put yourself in their shoes. If the roles were reversed, how would you feel? You can cultivate a cultural atmosphere where unconscious bias is openly discussed without judgment. Diversity training can aid in this, as well as help educate your employees. You can revise your hiring process to ensure you’re giving a diverse pool of candidates the opportunity to apply. You can conduct blind interviews to help diminish your hiring team’s unconscious bias.

Walk the talk. 

Your actions must represent your words. If you’re expressing the importance of representation, ask yourself if you have proper representation within your leadership team. Within your board. Within your teams. Within your internship program.

Need an example? Millions of young girls across the country have been told for years that they can be anything they want to be. It’s easy to hear, but hard to believe when you don’t see examples of it. The day our first Madam Vice President was sworn into office, those millions of young girls now see that they, too, can be anything they want – including The Vice President of the United States of America!

It’s more than diversity; equity needs to be a focus. 

Businesses have made great strides towards diversity by increasing representation of people from diverse backgrounds, and inclusion by creating space for all voices, but this is only a small piece of the puzzle. More can be done!

By recognizing that we don’t all start from the same place due to barriers, equity ensures everyone has access to the same opportunities. This takes a deep, internal look at your practices, programs, placements, and employee resources to determine where the inequality is and correcting it.

ON Point Next Level Leadership can ensure that your DEI initiatives and employee resource groups are #ONPoint and providing value to your employees and attracting and retaining top talent.

We don’t know a single person who isn’t looking forward to 2021. A new year, a clean slate, a chance to reflect on the past and work toward the future. People take this time to set goals for themselves – whether they’re personal goals or professional goals. And businesses often take the time to reflect on the past year and prioritize to ensure continued success or reprioritize goals for a better year ahead.

Typically, the new year is a time of growth and change. Of course, last year brought us growth and change beyond our wildest imagination. Despite that, leaders continue to strive for new learning opportunities. ON Point leaders read a lot about self-improvement. Because we know that by improving ourselves, we can improve our teams.

Leading by example, let’s take a look at five ways you can sharpen your leadership skills in 2021.

1. Improve your connections.

We don’t mean networking here. As a leader, you know what needs to get done and when it needs to be done. Getting to know the workers who will actually do the work can help you get your tasks done more efficiently and effectively.

Work on your mentorship skills by meeting with each of your team members individually to get a sense of their goals, give regular feedback and challenge them with new opportunities. Collaborate across teams to build connections with other stakeholders in your organization. Sharpen your listening skills. Effective communication often involves more listening than talking. Think about what your team is telling you and work with them to deliver the best results.

2. Sharpen your administration

Think about your work style and processes, is it efficient? Does your team understand it? Where can you improve it? Are you setting a good example by using your own time efficiently?

Call on your team to help you find an effective way to produce work more effectively – each time you make a decision. Remember, each of your team members is a stakeholder in the projects they’re tackling. Take some time to think about how you can meet your own deadlines better. Think about how your team can get more work done with less effort.

Trust your team members and delegate tasks accordingly. If you see that someone has a particular talent, call on that talent – when people are called upon to use skills they’re confident in, they’ll work harder and contribute more.

3. Know yourself.

At ON Point, we’ve touched on this in the past. Continue to be a student of yourself. Self-knowledge and self-awareness give you more confidence to showcase the leadership skills you do have. And the confidence you do have will help you accept responsibility when a decision you make doesn’t go according to plan.

4. Think about your company.

We all have individual hopes, dreams and visions. And they don’t always align with what’s best for the company. Practice the self-discipline required to make decisions in the company’s best interest. Always strive to choose what’s right over what’s favorable.

Your example will help your team to also choose company interests over their own when appropriate.

5. Think about who you are leading.

Are you leading the next leaders? The skill-sets overlap. Leaders take initiative and execute strategy. Managers deal with people. In all organizations, effective managers have to be effective leaders.

Lead by supporting – each team member must know their position and growth. To do that, leaders need to be transparent about company goals. Give individuals on your team the right training and resources to grow in their career – because chances are if they can’t grow with your company, they’ll find an organization where they can grow.

At ON Point, we know nothing went according to plan in 2020. While so many things changed, the need for strong leadership never wavered. Being self-aware enough to continue your leadership development will go a long way, no matter what 2021 brings.

If you’d like to see how ON Point can help you take your leadership skills to the NextLevel in 2021, contact us. We’re all about mentoring people and making new connections.