Leading change? Turn up the volume on your employee voices
“The only thing that’s constant here is change.”
I’ve heard some version of this from many colleagues and leaders I’ve partnered with in the past. It’s true – change is a constant reality for organizations navigating a rapidly shifting landscape.
Yet, research shows that up to 90% of digital transformations fail. Think about it: massive investments in technology and strategy often miss the mark because they overlook the human element. Successful change requires more than technology or strategy; it demands an adaptive culture, resilient leadership, and empowered employees who feel supported through change. Without these elements, organizations rarely reap the full benefits of their efforts.
Employee Experience During Change
Imagine an organization announcing a major change, met with excitement and optimism. Sounds rare, right? What does it take to create a workplace where change isn’t feared but embraced?
Change is fundamentally tied to people and culture. Employee experience and engagement during change are critical drivers of success - but challenges persist.
When just 10% of HR leaders think believe managers are effectively supporting employees through change fatigue and only 41% of managers are willing to adjust their work behaviors to support organizational change (Gartner), it’s clear we’ve got a gap - and a big one. It's no surprise that many employees don’t feel cared for during organizational change. These gaps call for a fresh approach to change management, one rooted in resilience and employee experience.
What’s often labeled as “resistance” is usually a reaction to unclear communication, lack of empowerment, or the absence of psychological safety. Employees feel fatigued when they don’t understand the why or how it is going to impact them. Resistance is less about unwillingness and more about disempowerment. Addressing these concerns is essential to overcoming inertia and building trust during transitions.
Listening can Boost Your Change Management Effort
Provide Clarity, Consistently
From experience, we’ve seen that clear communication makes all the difference, but many organizations still struggle with it. The biggest barrier to change isn’t resistance; it’s confusion. When people don’t know what’s happening, they resist by default.
Start by communicating early and often. Explain the “why” behind the change, define roles, and clarify expectations at every stage. Use multiple channels to ensure everyone is informed. Transparent communication creates a foundation of trust and reduces uncertainty.
Listen with Purpose
Pause and reflect: When was the last time you asked your team how they’re feeling about a major change? What did you learn?
Employee listening isn’t just a box to check. Two-way dialogue empowers employees and fosters a sense of ownership. Use tools like surveys to gain a deeper understanding of employee perception, capacity, and concerns.
Ask questions like:
Do your employees understand why the change is happening and what it means for them?
How will this change affect your day-to-day work?
Do you feel supported and cared for during the change?
Are managers discussing the change with their teams?
What additional support would help you feel more prepared?
Listening doesn’t happen just via surveys or focus groups. A lot of feedback surfaces during manager-employee 1:1s. Equip the managers with tools to foster resilience, encourage open dialogue, and embed psychological safety into team interactions. Resilient leaders build confident, adaptable teams.
Embrace Flexibility
When employees create workarounds, it shows that they’re engaging with the change. Don’t panic – use these moments to learn what’s working and iterate. Rather than policing workarounds, proactively frame it as a trial period where employees are invited to test the new ways of working and provide feedback. Flexibility fosters innovation and helps organizations adapt to the unexpected.
Measure Change Health
Measuring the health of change initiatives is essential to course-correct and ensure success. Use metrics like employee engagement, adoption rates, and feedback from pulse surveys to measure progress. Regularly monitor this data to identify gaps and refine your approach. Encourage transparency in sharing results and addressing concerns raised by employees.
Conclusion
Change is inevitable, but failure isn’t. By listening to your employees, fostering clarity, and empowering leaders, organizations can turn change fatigue into resilience. The next time your organization faces transformation, remember: the key to success lies in how you engage the people driving it. Are you ready to lead change in a way that inspires, empowers, and sustains? Start with your employees—and start listening today.