Most employees are overwhelmed (and fed up) by constant workplace changes. In 2022, they faced an average of 10 enterprise-wide changes annually, a staggering rise from just two in 2016 (Gartner HR Leadership PrioritiesSurvey).

Unsurprisingly, employee mental health and motivation are suffering, even though most companies and top brass claim to prioritize employee well-being. A significant gap exists between what organizations think they're doing to support their workers and what employees actually experience.

For instance, 84% of HR leaders believe their organization effectively supports well-being, but only 52% of managers say they've been given the resources to effectively help employees experiencing work-related mental health issues (2024 State of Workforce Mental Health Report by Lyra Health).

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Workplace as an Orchestra: Managing Dissonance

Picture your workplace as a grand orchestra. You’re the conductor (aka manager), but your musicians are overwhelmed, out of sync, and struggling with constant changes to the musical score. This feeling of dissonance is happening across all industries. Common changes like team restructurings, new technologies, and policy updates are contributing to a buildup of work-related mental health stressors:

• 40% of employees currently experience stress
• 32% say they're battling anxiety
• 20% report they are nearing burnout

This "off-key" employee experience calls for a fresh, people-powered leadership approach.

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Human-Centric Leadership: A Practical Solution

Human-centric leadership focuses on people first. This approach equips managers with the skills to identify and address change fatigue and foster employee resilience. Here’s what it does:

• Builds Supportive Environments: Strengthens team bonds with peer support networks.
• Empowers Managers: Helps leaders recognize signs of employee distress and provide support.
• Advocates Fair Treatment: Champions practices that promote equity and inclusivity to reduce stress.
• Encourages Open Communication: Builds psychological safety so employees can share concerns freely.
• Promotes Work-Life Balance: Encourages flexibility to prevent burnout.
• Models Self-Care: Sets an example of prioritizing well-being in the workplace.
• Champions Purpose-Driven Work: Connects employees’ roles and work to the organization’s mission.

See how ChangeSync's Leading Through Change Seminar can equip your leaders with these critical skills.

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The Role of Change Management

Change management enhances human-centric leadership by ensuring smoother transitions and minimizing employee resistance. It emphasizes empathy, consistent communication, and mobilizing grassroots support to motivate employees. Core principles include:

• Navigating Transitions: Implementing people-focused strategies to minimize workplace disruption.
• Proactively Mitigating Resistance: Understanding and reducing change fatigue, disengagement, and burnout.
• Measuring Impact: Tracking the effectiveness of people-focused activities and outcomes to improve future workplace transformations.
• Building Resilience: Fostering organizational change capability and employee adaptability for the future.

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Your Employees Need You

Human-centric leadership and change management won’t solve every workplace challenge or mental health stressor, but it provides a solid foundation for creating a culture of psychological safety. By empowering managers and people-leaders with this approach and integrating change management strategies, organizations can better support employees through today's landscape of constant change.

Discover how ChangeSync's Leading Through Change Seminar can equip your managers with the right tools and competencies to create a more change resilient and productive workplace.