Your Employees Aren't Tired of Change. They're Tired of Bad Change
- Kelly Brogdon Geyer
- Sep 12
- 3 min read
Updated: Sep 18
“People hate change.” You’ve probably heard that phrase tossed around in meeting rooms and leadership workshops more times than you can count.
But here’s the thing: it’s not true. Employees don’t hate change. They buy new phones, move houses, learn new skills, try new restaurants. Change is part of life. What they do hate is bad change. The kind that’s rushed, poorly communicated, and dumped on them without support.
“People don’t resist change. They resist being changed.” - Peter Senge
When we involve people in shaping the change instead of pushing it onto them, magic happens. Engagement grows, trust builds, and results follow.
And that’s where change management makes all the difference.
A Global Reality Check
In some countries like the US, UK, Western Europe, and Australia, change management has matured into a respected discipline. It’s built into transformations, resourced properly, and seen as critical to success.
In other regions, it’s still treated as an afterthought. A “nice-to-have.” Something to outsource to HR, or worse, to tack onto project management like a sticky note that likely falls off when the wind blows.
The truth? Geography doesn’t decide success, mindset does. Companies that treat change management as optional usually end up treating their employees as expendable. And employees notice.
The Real Cost of Bad Change
Skipping change management isn’t just a small misstep. It’s a business strategy with a built-in expiration date.
Here’s what tends to happen:
Projects flop. A shiny new system gets implemented… and immediately abandoned.
Employees burn out. Because “business as usual” + “three new initiatives” = one very tired workforce. Change fatigue is real and has real consequences.
Trust evaporates. People who feel blindsided or ignored won’t rally behind the next big thing.
Top talent leaves. And spoiler alert! it’s usually your best people who walk first.
Your employees aren’t resisting change because they’re stubborn. They’re resisting because they’ve been burned before.
People Are Voting With Their Feet
Across industries, more and more professionals are leaving traditional roles to start businesses, consult, or freelance. These aren’t just any employees. They’re the high performers companies say they want to keep.
But here’s the irony: when organizations ignore change management, they create the very conditions that push people out the door. It’s like hosting a party, forgetting the food, and then wondering why everyone left early.
Change Management as a Competitive Advantage
Here’s the secret: change management isn’t just about smoother rollouts. It’s about building workplaces people actually want to be part of. Places where employees feel heard, supported, and trusted to adapt.
Companies that get this right? They don’t just survive disruption, They thrive in it. They attract talent instead of driving it away. They build trust instead of burning it. And yes, they even make big transformations feel… manageable.
The Bottom Line
Employees aren’t tired of change. They’re tired of being dragged through poorly managed change. And if organizations don’t fix that, they won’t just lose projects — they’ll lose people.
And without people, there is no business.
Let’s Connect
Change is never just about systems, processes, or places. It’s about people. Every shift we go through, whether it’s a career move, living abroad, personal adjustments, or navigating transformation at work, shapes who we are and who we’re becoming.
I work with individuals and organizations to design change that feels less like a burden and more like an opportunity.
Ready to turn your change into growth?
Reach out here and let’s start the conversation.
Connection. Clarity. Change.
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