How to Support Teams in Times of Transformation

SEB Marketing Team 

While change is not a new concept, the pace, complexity and volume have accelerated in recent years, largely due to the rapid evolution of digital technologies and transformation efforts. Organizations are in a near-constant state of motion, adopting new systems, restructuring teams, launching new strategic initiatives, and responding to shifting market demands. For leaders, navigating this terrain isn’t just about managing logistics—it’s about supporting people. When change feels relentless, it often brings a quieter but equally significant challenge: change fatigue.

Change fatigue shows up when employees feel overwhelmed by the sheer volume, speed, or lack of clarity in ongoing transitions. It can manifest as disengagement, resistance, burnout, or a drop in performance. While many transformations are necessary for growth, without thoughtful and people-centered leadership, the cost to morale and productivity can be high. Here are some tips to recognize, address and navigate change fatigue to strengthen team resilience.

Understanding Why Resistance Happens

Resistance to change is a natural response to uncertainty. Fear of the unknown, loss of routine, diminished control, and past negative experiences can all contribute to emotional resistance. It’s not defiance; it’s an automatic defense mechanism that needs support to navigate. When people aren’t given space to understand or adapt, the weight of “yet another change” can feel overwhelming. Add inconsistent communication or perceived lack of support, and skepticism can quickly shift into fatigue or burnout. Recognizing the emotional undercurrent of resistance is the first step toward leading through it more effectively.

What Effective Leadership Looks Like During Change

Strong leadership is the most effective antidote to change fatigue. In periods of transformation, employees look to their leaders not for perfection, but for presence, consistency, and empathy. It’s not about having all the answers—it’s about being visible, steady, and real. Trust is what helps teams stay grounded during uncertainty. Start by clearly communicating the reason behind the change. Avoid jargon. Seak in plain language that connects the initiative to broader organizational goals and, more importantly, to employees’ day-to-day realities. Be present beyond formal announcements. Regular check-ins and informal conversations go a long way in building trust.

It’s also important to lead by example. Teams notice how leaders respond to uncertainty. When you demonstrate flexibility and resilience, you give your team permission to do the same. And don’t overlook your frontline and middle managers—they’re the bridge between strategy and execution. Equip them with the training, tools, and authority they need to lead confidently and with empathy.

Transparent Communication Is Non-Negotiable

When communication falters, uncertainty takes its place. Transparency doesn’t means being honest about what you know, timely in sharing updates, and responsive to concerns. Start with the “why.” People want to understand the purpose behind changes and that understanding builds alignment. Keep communication consistent, even when updates are small or progress is incremental. The silence between announcements can be more damaging than a difficult message.

Dialogue matters. Create spaces for employees to ask questions and voice concerns whether through open forums, surveys, or direct conversations, and be prepared to act on what you hear. Proactive communication helps address concerns before they escalate and reinforces a culture of openness and inclusion.

Support as Strategy

Communication lays the foundation, but support sustains the journey. Employees need more than updates; they need the capacity to adapt. Offer targeted training to close skill gaps that may arise with new systems or workflows. Don’t assume everyone starts from the same place; make learning part of the change process. Be realistic about workloads—transformation often brings added pressure, and piling on without providing extra support leads to frustration and fatigue.

Prioritizing wellbeing isn’t optional. Make mental health resources accessible and stigma-free. Flexible work options, counselling support, and stress management tools all signal that your organization values people over process. And finally, cultivate a psychologically safe environment where employees feel free to voice concerns, ask questions, and even make mistakes without fear of judgment. A culture of safety encourages openness and resilience.

Recognizing effort is just as important as recognizing outcomes. Celebrate progress. Mark milestones, however small, and acknowledge the adaptability your team is showing. These moments reinforce momentum and help people feel seen.

Change fatigue is real but so is the opportunity it presents. With the right leadership and support systems in place, change can become a catalyst for lasting resilience. Teams that navigate change well become more agile, more innovative, and more connected. A culture of learning emerges as employees are encouraged to solve problems creatively and develop new capabilities.