'Change Fatigue' Ranks in Top Five Barriers to Communications and HR Success for the First Time in 2025, Reveals New Gallagher Report
Gallagher's 2025 Employee Communications Report reveals 'change fatigue' has emerged as a top-five barrier to communications and HR success for the first time, with 44% of HR leaders identifying it as a key challenge. The report, based on insights from over 2,000 communication and HR leaders across 55 countries, highlights that low capacity (49%) and poor people manager communication (41%) are also significant barriers.
Key priorities for HR leaders include connecting teams to purpose, strategy and values (67%), improving manager communications (53%), and boosting leadership visibility (47%). Notably, financial limitations have dropped out of the top five barriers, with only 12% of respondents prioritizing 'building a case for more resources.'
The report also examined communicators' wellbeing, showing a slight improvement with 33% reporting declining wellbeing in 2024, down from 38% the previous year. Major factors affecting wellbeing included strained headcount, budgets, and time constraints (39%), while better working conditions (23%) and new job situations (21%) were cited as positive influences.
Il Rapporto sulle Comunicazioni dei Dipendenti 2025 di Gallagher rivela che la 'fatica da cambiamento' è emersa per la prima volta come una delle cinque principali barriere al successo delle comunicazioni e delle risorse umane, con il 44% dei leader HR che la identificano come una sfida chiave. Il rapporto, basato su approfondimenti di oltre 2.000 leader della comunicazione e delle risorse umane in 55 paesi, evidenzia che la bassa capacità (49%) e la scarsa comunicazione dei manager (41%) sono anche barriere significative.
Le principali priorità per i leader HR includono il collegamento dei team a scopi, strategie e valori (67%), il miglioramento delle comunicazioni dei manager (53%) e l'aumento della visibilità della leadership (47%). È interessante notare che le limitazioni finanziarie sono uscite dalle cinque principali barriere, con solo il 12% dei rispondenti che dà priorità a 'costruire un caso per più risorse'.
Il rapporto ha anche esaminato il benessere dei comunicatori, mostrando un lieve miglioramento con il 33% che riporta un benessere in declino nel 2024, in calo dal 38% dell'anno precedente. I principali fattori che influenzano il benessere includono il personale sotto pressione, i budget e le restrizioni di tempo (39%), mentre migliori condizioni lavorative (23%) e nuove situazioni lavorative (21%) sono state citate come influenze positive.
El Informe de Comunicaciones de Empleados 2025 de Gallagher revela que la 'fatiga por el cambio' ha surgido por primera vez como una de las cinco principales barreras para el éxito de las comunicaciones y los recursos humanos, con el 44% de los líderes de RRHH identificándola como un desafío clave. El informe, basado en las opiniones de más de 2,000 líderes de comunicación y RRHH en 55 países, destaca que la baja capacidad (49%) y la mala comunicación de los gerentes (41%) también son barreras significativas.
Las principales prioridades para los líderes de RRHH incluyen conectar a los equipos con el propósito, la estrategia y los valores (67%), mejorar la comunicación de los gerentes (53%) y aumentar la visibilidad del liderazgo (47%). Es notable que las limitaciones financieras han salido de las cinco principales barreras, con solo el 12% de los encuestados priorizando 'construir un caso para más recursos'.
El informe también examinó el bienestar de los comunicadores, mostrando una ligera mejora con el 33% reportando un bienestar en declive en 2024, bajando del 38% del año anterior. Los principales factores que afectan el bienestar incluyen la presión del personal, los presupuestos y las restricciones de tiempo (39%), mientras que mejores condiciones laborales (23%) y nuevas situaciones laborales (21%) se citaron como influencias positivas.
갤러거의 2025 직원 커뮤니케이션 보고서는 '변화 피로'가 커뮤니케이션 및 인사 성공의 주요 장벽 중 하나로 처음 등장했으며, 44%의 인사 리더가 이를 주요 도전 과제로 식별했다고 밝혔습니다. 이 보고서는 55개국의 2,000명 이상의 커뮤니케이션 및 인사 리더의 통찰을 바탕으로 하며, 낮은 역량(49%)과 열악한 관리자 커뮤니케이션(41%)도 중요한 장벽으로 지적됩니다.
인사 리더의 주요 우선 사항은 팀을 목적, 전략 및 가치에 연결하는 것(67%), 관리자 커뮤니케이션 개선(53%), 그리고 리더십 가시성 증대(47%)입니다. 특히 재정적 제한이 상위 다섯 개 장벽에서 제외되었으며, 응답자의 12%만이 '더 많은 자원을 위한 사례 구축'을 우선시하고 있습니다.
보고서는 또한 커뮤니케이터의 웰빙을 조사했으며, 2024년에 웰빙이 감소한다고 보고한 비율이 33%로, 이전 해의 38%에서 감소한 것으로 나타났습니다. 웰빙에 영향을 미치는 주요 요인은 인원 부족, 예산 및 시간 제약(39%)이었으며, 더 나은 근무 조건(23%)과 새로운 직무 상황(21%)이 긍정적인 영향을 미치는 것으로 언급되었습니다.
Le Rapport sur les Communications des Employés 2025 de Gallagher révèle que la 'fatigue du changement' est apparue pour la première fois comme l'une des cinq principales barrières au succès des communications et des ressources humaines, 44 % des responsables RH l'identifiant comme un défi clé. Le rapport, basé sur les informations de plus de 2 000 responsables de la communication et des ressources humaines dans 55 pays, souligne que la faible capacité (49 %) et la mauvaise communication des managers (41 %) sont également des barrières significatives.
Les priorités clés pour les responsables RH incluent la connexion des équipes à un but, une stratégie et des valeurs (67 %), l'amélioration des communications des managers (53 %) et l'augmentation de la visibilité du leadership (47 %). Il est notable que les limitations financières ont disparu des cinq principales barrières, seuls 12 % des répondants priorisant 'la construction d'un dossier pour plus de ressources'.
Le rapport a également examiné le bien-être des communicateurs, montrant une légère amélioration avec 33 % rapportant un bien-être en déclin en 2024, en baisse par rapport à 38 % l'année précédente. Les principaux facteurs affectant le bien-être comprenaient le personnel sous pression, les budgets et les contraintes de temps (39 %), tandis que de meilleures conditions de travail (23 %) et de nouvelles situations professionnelles (21 %) ont été citées comme des influences positives.
Gallaghers Bericht über die Mitarbeiterkommunikation 2025 zeigt, dass 'Veränderungsmüdigkeit' erstmals als eine der fünf wichtigsten Barrieren für den Erfolg von Kommunikation und HR aufgetaucht ist, wobei 44 % der HR-Leiter sie als zentrale Herausforderung identifizieren. Der Bericht, der auf Erkenntnissen von über 2.000 Kommunikations- und HR-Leitern aus 55 Ländern basiert, hebt hervor, dass mangelnde Kapazität (49 %) und schlechte Kommunikation der Führungskräfte (41 %) ebenfalls bedeutende Barrieren darstellen.
Die wichtigsten Prioritäten für HR-Leiter umfassen die Verbindung der Teams mit Zweck, Strategie und Werten (67 %), die Verbesserung der Kommunikation der Führungskräfte (53 %) und die Steigerung der Sichtbarkeit der Führung (47 %). Bemerkenswert ist, dass finanzielle Einschränkungen aus den fünf wichtigsten Barrieren herausgefallen sind, wobei nur 12 % der Befragten 'einen Fall für mehr Ressourcen zu schaffen' priorisieren.
Der Bericht untersuchte auch das Wohlbefinden der Kommunikatoren und zeigte eine leichte Verbesserung, da 33 % von einem Rückgang des Wohlbefindens im Jahr 2024 berichteten, ein Rückgang von 38 % im Vorjahr. Wichtige Faktoren, die das Wohlbefinden beeinflussen, sind unter Druck stehendes Personal, Budgets und Zeitdruck (39 %), während bessere Arbeitsbedingungen (23 %) und neue Arbeitssituationen (21 %) als positive Einflüsse genannt wurden.
- None.
- None.
This is the first time that 'change fatigue' was featured on this list, and its immediate arrival in second place may be related to another key barrier – a lack of direction from top leaders (
"Right now, companies across the globe are managing delicate external challenges, all of which require agile and flexible communication. 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," said William F. Ziebell, CEO of Gallagher's Benefits & HR Consulting Division.
What are the priorities and barriers for communicators in 2025?
HR leaders are prioritizing initiatives that strengthen engagement within their organizations, with
However, these ambitions are met with considerable challenges. Low capacity (
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,
"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.
The state of communicators' wellbeing
This year's Employee Communications Report continued to analyze the wellbeing of communicators. In 2024, wellbeing broadly leveled out, with only
On the flip side, the report also found that better working conditions (
"Communications and HR leaders are a resilient group because they need to be," said Ziebell. "In times of rapid organizational change, it's the internal communications and HR departments that bear the brunt of a workforce's concerns and anxieties. Gallagher's aim for the Employee Communications Report is to provide foundational insights so Communications and HR professionals can continue to improve the employee experience while still looking after themselves."
ABOUT THE EMPLOYEE COMMUNICATIONS REPORT
The report is based on data collected from more than 2,000 respondents across the world from October to November 2024. Organizations of all sizes and more than 50 industries participated. The report highlights Gallagher's consulting approach, which centers on the full spectrum of organizational wellbeing by strategically investing in an organization's employee health, talent, financial security and career growth potential. We develop benefit and HR programs at the right cost structures to deliver a better employee experience and support a multigenerational workforce.
ABOUT GALLAGHER
Arthur J. Gallagher & Co. (NYSE:AJG), a global insurance brokerage, risk management and consulting services firm, is headquartered in
Contact:
Mary Schwartz, Gallagher
847.378.5893
mary_schwartz@ajg.com
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