Change fatigue is one of the top five barriers to success faced by communications and HR leaders, according to a new report, with low capacity, poor people manager communication and a lack of direction from senior leadership compounding their challenges.
The 2025 Employee Communications Report from global risk management and consulting firm Gallagher, found that 44% of HR leaders view change fatigue as a key battleground for success in 2025. Another key barrier that the report suggests may be related is a lack of direction from senior leadership, identified as an issue by 39% of respondents.
“Right now, companies across the globe are managing delicate external challenges, all of which require agile and flexible communication,” said William F. Ziebell, CEO of Gallagher's Benefits & HR Consulting Division. “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 the company through challenging situations.”
The report, based on data collected from more than 2,000 communication and HR leaders across 55 countries, found that HR leaders are prioritizing initiatives that strengthen engagement within their organizations, with 67% focusing on connecting teams to purpose, strategy and values. Improving manager communications (53%) and boosting leadership visibility (47%) also rank high, reflecting the growing need for transparent top-down communication.
However, these ambitions are met with considerable challenges. Low capacity (49%), change fatigue (44%) and poor people manager communication (41%) were identified as the most challenging barriers to success.
According to the report, the high volume of change communications – whether due to organisational change, integration or M&A activity – means that employees are often subjected to a barrage of uncoordinated communications from multiple stakeholders. Respondents also expressed frustration that “what employees need to know” was rarely considered, in contrast with “what leaders felt they needed to tell them”.
Additionally, the report highlights a shift in corporate attitudes towards properly resourcing internal communications departments. In the past, HR leaders regularly cited a lack of budget and resources as a major challenge. That is not the case this year, with financial limitations dropping out of the top five barriers entirely. Notably, 12% of respondents said “building a case for more resources” was not a priority.
“Year after year, communications and HR professionals have struggled with securing more funds. While it’s reassuring to see that organizations are recognizing communications and HR leaders and the critical role they play, company leaders must ensure that both are equipped with agreed messages to address change fatigue and capacity issues,” said Ziebell.