Change fatigue has been identified as one of the top five barriers to success by communications and HR leaders, according to research by consultancy Gallagher.
Its 2025 Employee communications report, which surveyed more than 2,000 communication and HR leaders across 55 countries, found 44% of respondents view change fatigue as a barrier to success this year, while 49% cited low capacity. Two-fifths (41%) identified poor people manager communication and 39% cited a lack of direction from top leaders.
Previously a lack of budget and resources was identified as a major challenge, however, this year it dropped out of the top five barriers, with just 12% stating building a case for more resources was not a priority.
In 2024, 33% reported a decline in their overall wellbeing, down from 38% the previous year. Strained headcount, limited budgets and time constraints to complete tasks were cited as contributing factors by 39%, along with ongoing change and uncertainty (26%) and poor management or leadership (23%).
Respondents felt that better working conditions (23%), getting a new job or working situation (21%) and benefitting from a good manager (19%) could elevate their mood and wellbeing.
In addition, 67% are focusing on connecting teams to purpose, strategy and values, 53% are improving manager communications, and 47% are boosting leadership visibility to strengthen engagement.
William F Ziebell, chief executive officer of the benefits and HR consulting division at Gallagher, said: “Communications and HR leaders agree that change management is a critical skill in 2025. It’s vital that the C-Suite sets clear direction for communications teams to guide through challenging situations. While it’s reassuring to see that organisations are recognising communications and HR leaders and the critical role they play, leaders must ensure that both are equipped with agreed messages to address change fatigue and capacity issues.
“In times of rapid organisational change, it’s the internal communications and HR departments that bear the brunt of a workforce’s concerns and anxieties.”
