THE LOAD CHECK
The Load Check
Find out how worn out your group already is by change, before you add one more.
What change fatigue is
When people have been through a lot of change, they push back on the next one, whatever it is. That's change fatigue.
Some groups are worn out by changes that went nowhere. They've watched changes fade, so they wait the next one out. Other groups are worn out by too many changes at once. They might like your change and still have no time for it. Either way, it looks like they're resisting your change.
How to ask
You'll make two lists. First, the changes you know about. Second, the changes the people doing the work tell you about. Trust the second list more.
Talk to two or three of them, from different shifts, sites, or teams. Talk to a front-line manager or supervisor separately. Start with one question: What's changed for you in the last three years? Let them answer before you show them your list.
Don't write down names, and tell them you won't. Include someone who has been there a long time. They remember things newer people missed. If two groups give you very different lists, run this once for each group.
Step 1
The change you're bringing
FOR EXAMPLE Moving shift handover notes from a paper log to a tablet. Moving expense approvals into a new finance system.
If it had to, could this start six months later?
Could people get one piece of it, finished, before the next piece starts?
Step 2
What's been rolled out
List every change from the last three years that touched this group, big or small. Include anything people are talking about that hasn't started yet. You'll check this list with them in Step 3.
FOR EXAMPLE A new permit-to-work system. A reorganization that moved the team under a new manager.
Step 3
What's changed for them
You'll still get a verdict. It will say it's based only on what you know, and it can't tell you the group is in good shape. Most of what wears people out comes from changes the project team never hears about.
Pick up to eight changes that matter most to them, and ask five more questions about each. The rest only need one line.
Your list, checked with them
Go through your list with them after they've given you theirs.
Changes they named that you missed
FOR EXAMPLE A new timekeeping app from HR. A change in who approves overtime. A new sign-off rule that came from head office.
If they get stuck, ask about changes from head office, HR and pay, IT, safety, other departments, contractors, new managers, new owners, and schedules or staffing.
Ask them the same opening question, on their own.
Step 4
What people are saying about your change
Pick all that fit.
FOR EXAMPLE "Give it six months and we'll be back on paper." "Who approves these when the manager's out?"
