Author: SourceBreaker

Recruitment companies are always implementing new processes and investing in new recruitment tech and whilst this will inevitably improve the quality of your workflows and development, it’s important not to go overboard with the amount of change you enact.

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By implementing changes too quickly, you’re most likely going to drain energy from your employees – this is what’s called ‘change fatigue’.

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So what do you do?

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Well, it’s important to drive internal changes with an understanding of the team’s capacity to manage change. This intel will undoubtedly ensure that employees can adapt to the transition productivity, without becoming fatigued.

What is change fatigue?

Change fatigue stems from changes that disrupt or prevent one’s ability to do their job and happens when transformations or adjustments become stressful for them – resulting in a mental state called ‘liminality.’

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Liminality is a frame of mind where a person is stuck between the familiar and the unknown; a transition state between an old form and a new one. People in this state often feel disoriented and need a return to normality.

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People with change fatigue are overwhelmed by the immediate demands and consequently become stuck in a mental state of indecisiveness and anxiety because they feel overwhelmed by uncertainty in their current situation.

Is Change Fatigue Common?

Rapid changes in your company are bound to happen, but for your employees, it can feel like a new and unwelcome change every day… and the fear of the unknown is especially prevalent when you’re new to the organisation.

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In a recent study conducted by Microsoft, it was reported that 54% of managers say leadership is out of touch with employers and 74% of managers say they don’t have the influence or resources to make changes for employees. (Microsoft Tech Trends Insight 2022 Report)

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So how do you ensure your happy employees remain happy throughout any transformation?

Combatting Change Fatigue

Leadership needs to consider the mental capacity of their workforce when implementing new initiatives and organisational changes. Consider letting people know about the change before it happens, so they can mentally prepare to adapt and adopt.

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Communicating with them before, during, and after a new change will ensure they know how to adapt and thrive in their new roles. Once the transition is complete, leaders should take time to train employees and promote awareness of the latest changes to help people adjust smoothly.

What are the leading causes of change fatigue?

According to research from Cisco’s Annual Future of Work Report 2021, employees don’t receive sufficient information or assistance from leadership when presented with a disruption in their workflow.

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With that in mind, other leading causes of change fatigue are as follows.

Time restrictions

Leaders should look at the transition not as a ‘change that needs completing in a specific amount of time’ but instead as a transition state whereby employees need guidance to converge the new environment.’

Performance stress

Change can cause stress in the workforce. According to research, when people feel they have inadequate time to adjust to a change, they experience higher levels of work-related stress.

Preventing Change Fatigue

At the beginning of each project, leaders can point out to staff how they will need to address the issues to get the project off to a good start. This will allow your employees to avoid becoming stressed or frustrated when problems arise.

Embrace the Change

Leaders who embrace the change at work will help their employees to adapt to the change more quickly.

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Leadership should be comfortable enough to talk about the process and any challenges that come with it. By being transparent, you can minimise the stress your employees will have to cope with and ensure that your team remains focused on what’s important.

Communicate effectively

Communication is key to managing change, and when it is unclear, people get confused and stressed. Leaders should understand that communicating well can help employees adapt and excel in their roles. They should prepare and practice their messages to maintain a positive tone and ensure they’re clear and concise.

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When delivering the message, be as specific as possible, concisely explain your expectations and create an action plan to get the desired results.

Dealing with Change Fatigue in Your Employees

When you’re experiencing a high workload, you can quickly become overwhelmed by all the tasks in front of you; it’s actually one of the leading causes of mental health issues like anxiety and burnout.

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While you may feel the tension and fatigue associated with change, you can take some steps to alleviate these feelings. Here are some suggestions on how to help your employees cope with their mental state and improve their ability to adapt to organisational changes.

Solve problems before they occur

A big step toward coping with change is solving the problems that will likely arise. That’s why leaders need to think about problems at the beginning of projects and communicate with employees about solutions.

Employee Initiatives

One way to reduce stress is offering your employees professional training or consulting services, and investing in employees’ development and training experience, which can result in more productivity and employee retention.

Future-proof With Change Management

A digital economy demands constant change and the recruitment industry is no exception. Therefore, employees should always consider change management strategies when preparing for the inevitable changes likely to come with a digital transformation.

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By implementing these suggestions, you’ll be able to create a happier, more productive workforce equipped to handle change.

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With the proper training and effective planning put in place, your team will be able to thrive in the changes ahead.

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If you’re interested in learning more about how you can better prepare your workforce for changes, visit our blog or—

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Catch up on our Change Management webinars here.

TL;DR Key Takeaways

• Rapid changes in a recruitment company can lead to change fatigue in employees, which is a state of indecisiveness and anxiety caused by overwhelming uncertainty in the current situation.
• To combat change fatigue, leadership needs to consider the mental capacity of their workforce when implementing new initiatives and organisational changes. Leaders should communicate effectively and frequently to help their team adapt and thrive in their new roles.
• The leading causes of change fatigue are lack of information or assistance from leadership when presented with a disruption in their workflow, time restrictions, and performance stress.
• Leaders can prevent change fatigue by pointing out how to address issues at the beginning of each project, embracing the change, and being transparent about the process and any challenges that come with it.
• Employees can cope with change fatigue by solving problems before they occur, offering professional training or consulting services, investing in employees’ development and training experience, and considering change management strategies when preparing for the inevitable changes.

Anybody who’s ever acquired a new software or piece of technology knows that the real work comes in when it’s time to roll out the tech to the wider business, and nobody wants to use it. Thankfully, an effective change management strategy can help your employees learn to adapt to and accept a brand-new way of working.

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To achieve this, your plan must address the psychological aspects of change to help to promote cooperation and practical learning instead of discouraging resistance.

Know the Types of Change

Being aware of the types of change your employees may have difficulty with will help to map out the different approaches to changing behaviours; this can help you to create a framework within which to enact changes.

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It’s also an opportunity to put in place measures to help overcome the resistance and impasse your employees may have, so they can gain the benefits you desire.

Define Your Tech Adoption Plan

Once you have a clear idea of how you plan to deal with the change, it’s time to define the specific steps in the implementation process; this will help you understand the best way to incorporate the changes and keep things moving so that you have the required time to complete the task.

Define the Goals of the Plan

The next thing to consider is the primary objectives of the plan. By defining goals, you can track the success of the implementation and evaluate the results you’re getting from the process. Remember, reviewing your goals is just as important as setting them so make sure to regularly revise them for maximum effectiveness.

Consider Employee Involvement

Involving your employees at every stage of the change process is essential. Even if they do not see themselves as change agents, making some meaningful improvements is still possible. This can be done by promoting peer-to-peer training, upskilling, and even by celebrating employees making an effort to adopt the technology.

What are the leading causes of employee resistance?

Employees resist change for various reasons, but you can address the most common causes effectively by identifying them early.

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By understanding the resistance, you can create a new way of working that allows your employees to adapt to the change and reap the benefits.

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Most employees are reluctant to make changes due to concerns over making mistakes, feeling intimidated or worried about the technology used. At the same time, employees often fear the loss of personal freedom due to making the change.

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Sometimes, just recognising the problem can help you change how you work, which is an excellent way to manage employee resistance as it allows you to plan a solution for the challenges that may arise effectively.

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Remember, everyone’s different, and there is no one-size-fits-all approach.

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For example, one employee may be reluctant to join an online meeting, fearing that they won’t understand what’s said, whereas the second worries about their data privacy.

By showing them that you understand their concerns and are addressing them, you can encourage them to be more open to change. They may even benefit from knowing that others have experienced similar challenges and have made the transition successfully.

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By displaying an understanding of how the change will impact each individual’s life, they are more likely to see it as something positive rather than something they will have to deal with.

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Additionally, making the employees aware of their own actions and showing them how they can take steps to address the problem will also help with ensuring they embrace the change.

Miscommunication as a Cause of Resistance

One of the biggest causes of resistance is communication; often employees are unaware of the reasons behind a change and consequently have difficulty responding appropriately or effectively.

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This can be particularly true if they are not involved in the decision-making process, as these situations often leave employees feeling frustrated.

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Many of us are used to getting information in specific ways, including through newsletters sent directly to us via email but communicating in this way isn’t always possible; especially for large businesses or those undergoing a drastic change.

How to effectively communicate changes to employees

It’s important to understand that communication is about healthy professional relationships. Communicating well is impossible when you don’t have the right relationship with your employees.

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When discussing change with employees, it’s essential to consider all possible options. In some cases, sharing the changes in the company’s intranet will allow you to communicate the changes in a transparent way that all employees can understand.

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Another option would be to communicate directly to your employees using emails, social media or other media. Remember, you can do it in whichever way you find the most effective, depending on the specific situation.

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However, it is also possible that it may not work for every employee and therefore it’s always a good idea to talk to your employees and get their feedback to ensure that the change is as effective as possible.

Fear of Change as a Cause of Resistance

It may take time for your employees to get used to the changes as it can be difficult for employees to understand why the change is being made, so you must give them some reassurance to help to ease their fears and make the process much smoother.

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One way to do this is by offering employees the chance to meet up with the team leading the change, ask questions, and have an opportunity to voice any concerns they may have.

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With that in mind, remember to focus on the benefits rather than the potential negative impacts a change might have on a particular individual.

Minimal or No Training

Learning new techniques, procedures and systems can be very challenging, so you must provide employees with the training they need to transition to the new system you have introduced.

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Ongoing support, leadership, and training are crucial for any successful change, especially if you want to avoid adoptive issues when transitioning.

Lack of Planning

An unclear vision means a lack of stability, safety, and security when it comes to implementing the changes. Without a clear outline of the change and its goals, employees may feel overwhelmed and unable to give their total effort.

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For this reason, it’s vital that you effectively communicate your plans and goals to your employees in an organised way that they understand and can contribute to.

Supportive Environment

Having the right attitude and mindset towards change will go a long way in ensuring your transition is successful. Designate people in the company to support the changes made and actively encourage your employees to adopt them. You can make changes with the backing of your employees, but without it, it may not be easy to overcome obstacles that can come up.

Which Tech Adoption Strategy Is Right for You?

Consider your business’ position and where your team currently stands. Is the change in line with the current strategy but most importantly, is there a need for the change? If so, do you have the resources to scale, and are your employees prepared and ready for the change?

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Is the change in line with the current strategy but most importantly, is there a need for the change?

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If your answer is yes, then so is ours…

When purchasing RecTech, it’s essential you know how to correctly leverage it but also educate your employees to do so too. To achieve maximum output and success, leaders must be willing to drive tech adoption instead of simply licensing new technology.

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“If you get effective change in place, you’re 2x more likely to deliver in budget, 5x more likely to stay on or ahead of schedule and 6x more likely to meet objectives.”
– Caro Ruttedge, evidenced by PROSCI 2020 Benchmarking Data

Tech Adoption and Change

With the recruitment industry evolving year after year, change is the only constant in our market, but how do we ensure it’s managed, welcomed, and embraced by employees.

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Did you know that according to research carried out in the industry, 70% of projects fail? That means only 30% of structural change is completed within benefit, scope, and budget.

But what are the biggest Tech Adoption challenges?

What is the Tech Adoption Lifecycle Model?

Developed in the mid-1900s, the tech adoption lifecycle best describes how customer behaviour can be broken down into various demographics: starting at Innovators and gradually moving to early adopters, early majority, late majority, and laggards.

Tech Adoption Lifecycle Model (Source)

Who are the Innovators?

Easy to get on board, Innovators are naturally excited to leverage new technologies and are significantly more open to trying out innovative tech.

Persuading the Innovators to adopt tech

These adoptees don’t need much convincing; instead, all you have to offer them is information about the product, its features, and in some cases, provide them with early access.

Who are the Early Adopters?

Despite being very adaptable to new tech, early adopters are considerably risk-orientated and can be perceived as highly demanding when it comes to the performance of your platform or tool.

Persuading the Early Adopters to adopt tech

In order to encourage adoption from early adopters, leaders must share innovator experiences, provide minimal data to back up their claims, and involve these adoptees in the early-phase rollout of the technology.

Who are the Early Majority?

Early Majority of consumers typically wait for early adopters to use, review, and positively feedback on the technology before they allow themselves to invest. These customers will only commit to a product once innovators and early adopters have assumed all of the risks and confirmed the benefits outweigh them.

Persuading the Early Majority to adopt tech

When tackling early majority adoptees, it’s essential to create rational reasoning for them to understand exactly what the technology is and how it benefits them. To do this, you must position yourself as a lasting piece of technology that’s innovative, complete with a full suite of training, resources, and space for practice.

Who are the Late Majority?

Cautious, logical, and avoiding taking risks, the late majority of consumers commonly prioritise traditional methods over progress and optimisation. Although they aren’t entirely comfortable with switching methods, they can still be convinced with good data.

Persuading the Late Majority to adopt tech

By communicating the effectiveness of your technology with supporting data, case studies, and proof from all of the other adoptees; the late majority of customers need significant convincing and training to persuade them.

Who are the Laggards?

Sceptical about new tech, reluctant to adopt new processes, and typically avoiding technology; Laggards are quick to abandon software during the learning curve if the tech isn’t immediately beneficial to them.

Persuading the Laggards to adopt tech

Despite Laggards being considerably difficult to persuade, leaders can still communicate proven performance through data, case studies, personalised stories, and relevant features they feel might benefit the consumers in the long run.

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While change is a great way to improve productivity and employee engagement, it’s not always welcome, and it is easy to ignore the problem.

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What you need is a change management strategy that you can implement to help the change happen and make it as easy as possible for employees to embrace.

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You need to use the full range of tactics in your arsenal to promote the change and help your employees see it in a positive light.

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With the adoption of tech becoming so mainstream across industries, a digital transformation is happening worldwide – especially for human-centric companies looking to scale and keep up with the moving times. The ever-changing recruitment landscape requires constant evolution, new tech adoption, and a way to beat out the competition!

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Image Source

So how exactly can we drive tech adoption in recruitment?

To ensure the digital transformation is entirely effective or for tech to be adopted company-wide, it’s vital to place a human-centric focus on change to ensure maximum tech adoption, enabling us to manage change with employees and success in mind.

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Because of this, it’s essential to recognise that as humans, our brains simply ‘don’t like organisational change’ as explained by Hilary Scarlett in ‘The Impact of Organisational Change on the Brain.’

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In fact, Scarlett even goes on to explain that our brains are wired to be distracted, anxious, fearful, and somewhat reluctant to change because of our innate biological responses; hence the effectiveness of change management strategies.

Step 1 – Engage your Team

To adopt a change management strategy effectively, you must get your team working together; this means getting them to understand the why, the who, and the how.

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“The key people that will influence the success or failure of the introduction of new technology or any other kind of change is the middle management layer — the people on the ground driving new technology with users is really important.
– Steve Beckitt

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You can use an understanding of these elements to help them build a shared understanding of what is changing, why and how. They can then look for how the change will help them to improve their day-to-day tasks and boost their efficiency.

Step 2 – Plan Ahead

Many people will find that a change of this magnitude can cause them to panic and resist. You need to find out where this resistance comes from, and you can use it as a way to motivate and inspire them.

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You should give them a clear roadmap of where they are heading, but you also need to use this to help them overcome the initial resistance to the change and provide them with a way to adapt.

Step 3 – Accelerate the Change

The people who want to make the change will need to see the benefits, which requires you to implement the change faster. By speeding up the change, you will overcome the initial resistance, and the change will have a much greater chance of success.

Step 4 – Empower Your Team

Another effective method of driving tech adoption is empowering your staff with responsibility, giving them the flexibility and authority to manage their day-to-day tasks. They will be able to do this in a way that they are most comfortable and they can put the changes into place and operate within the new environment as needed.

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When you empower your staff, you are also giving them the ability to turn to you for help, which is likely to increase the levels of engagement and productivity.

Step 5 – Teach and Develop

Although fear of the unknown often accompanies change, you must teach and develop your employees to ensure they understand the why, the who and the how so that they can support the change.

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Like most change management strategies, changing the way you run your business is not a simple one-step process. There will be moments when you will find it challenging and feel overwhelmed, but that’s where your change management strategy comes in.

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Planning ahead and promoting changes early increases the likelihood of a smooth-sailing transformation and successful tech adoption. Ensure you are leading the change with enthusiasm and backing from your employees; it’ll make a world of difference.

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“People need to be well incentivised to adopt new technology properly rather than adding it in as a distraction to where their incentives lie.

– Steve Beckitt

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For example, SourceBreaker ensures our staff are kept up-to-date with high-value training sessions and have highly-supportive success teams dedicated to facilitating the growth of our employees but also our customers–or, as we refer to them, business partners.

TL;DR Key Takeaways

• Effective change management is key to delivering projects in budget, on time, and meeting objectives.
• The biggest tech adoption challenges are the lack of managerial responsibility, organization, education, resistance to change, and reluctance to give up traditional methods.
• The tech adoption lifecycle model includes innovators, early adopters, early majority, late majority, and laggards, each with different adoption approaches.
• To persuade innovators to adopt technology, provide information about the product and its features, and offer early access.
• Early adopters require leader involvement in the early-phase rollout, sharing innovator experiences and minimal data to back up their claims.
• For early majority adoptees, it’s crucial to create a logical reasoning for them to understand the technology’s benefits and create space for practice.
• To persuade the late majority, communicate the effectiveness of technology with data, case studies, personalised stories, and relevant features.
• Laggards can be convinced by proven performance through data, case studies, and personalised stories of the benefits of the technology.
• Change management strategies should be implemented with a human-centric approach to effectively manage change and ensure maximum tech adoption.
• Engaging employees, creating awareness, communicating and providing ample training can help drive tech adoption in recruitment.

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