Organizational change is rarely a smooth journey. Employees faced 10 major organizational changes in 2024—up from just 2 in 2016. At the same time, their ability to cope with change has dropped from 74% to 43%. The result? Frustration, exhaustion, and burnout. Whether it's a company-wide restructuring, leadership transition, or shift in team priorities, these changes can leave employees feeling uncertain, stressed, and emotionally drained. According to a recent Forbes article on managing organizational change, poor communication during change is one of the leading contributors to employee burnout. We can’t always control how much change happens, but we can control how we communicate it. Employees need clarity, simplicity, and empathy to navigate change successfully.
Forbes and other leadership experts highlight three critical components of preventing burnout during organizational change:
Clarify the WHY – Employees need to understand not just what’s changing, but why it’s happening and how it impacts them. A lack of context leaves employees feeling disconnected and unprepared.
Frequent Touchpoints – Regular, consistent check-ins ensure that employees feel supported, heard, and involved. They prevent change fatigue by providing space for open dialogue and emotional expression.
Acknowledge the Impact – Be honest about the challenges that come with change. Transparency builds trust and helps employees feel safer expressing concerns without fear of judgment.
While organizations may focus on developing new processes or adjusting workflows, what often gets overlooked is the emotional impact of change. Employees need consistent opportunities to check in, ask questions, and feel heard. Without these touchpoints, uncertainty grows, leading to frustration, disengagement, and ultimately burnout.
🔄 Why Consistent Check-ins Are Essential During Change
Check-ins during times of change are not just about tracking progress. They serve as emotional safety nets that allow employees to express concerns, clarify uncertainties, and receive reassurance. Here’s how they help:
Reducing Ambiguity – Regular check-ins help eliminate confusion by providing space to address unanswered questions.
Validating Concerns – When employees know they’re being heard, they’re more likely to stay engaged and contribute meaningfully.
Building Trust – Consistency in communication reassures employees that leadership is committed to transparency.
Preventing Isolation – Frequent touchpoints prevent employees from feeling disconnected or left out of decision-making.
📢 How Check-ins Prevent Burnout
Burnout thrives in environments where employees feel unheard, unsupported, and overburdened. Frequent and meaningful check-ins serve as early warning systems, allowing leaders to identify and address stressors before they escalate. Regular touchpoints during change can:
Surface Hidden Concerns – Employees may not voice concerns in group settings but feel safer doing so in 1:1 or anonymous check-ins.
Identify Workload Imbalances – Leaders can adjust workloads when they notice patterns of overwhelm.
Create Space for Emotional Expression – Acknowledging and validating feelings reduces the emotional load that often accompanies change.
Check-ins can take various forms—from informal pulse checks to structured 1:1s—but consistency is key. A one-time check-in may provide temporary relief, but ongoing conversations create a culture where feedback, empathy, and support become the norm.
🛠 Best Practices for Effective Check-ins During Change
To ensure that check-ins add real value during organizational change, follow these best practices:
Set Clear Intentions – Be clear about why check-ins are happening and how the feedback will be used.
Create a Safe Space – Frame check-ins as an opportunity for honest dialogue, not performance evaluation.
Use a Mix of Formats – Combine synchronous 1:1s with async updates to give employees flexibility.
Listen Actively and Act – Acknowledge what’s shared and take visible action based on feedback.
Follow Up – Consistency builds trust. Following up after check-ins reinforces that employee input matters.
🌟 Making Check-ins a Habit with Slack
In today’s remote and hybrid work environments, Slack is where much of the day-to-day collaboration happens. By integrating consistent check-ins into Slack workflows, teams can create seamless opportunities for employees to voice concerns, offer input, and stay connected.
This is where Harmony’s suite of Slack apps comes in. Harmony helps teams integrate check-ins effortlessly by:
Standups by Harmony – Running async standups that allow team members to share updates, express blockers, and offer reflections on progress.
Poll by Harmony – Collecting quick, anonymous feedback from teams to gauge morale and identify potential stressors.
Retrospectives by Harmony – Creating structured spaces for reflection after sprints or milestones, ensuring continuous improvement and emotional validation.
By embedding these practices directly into Slack, Harmony ensures that check-ins aren’t just an afterthought—they become an organic part of how teams stay connected and navigate change together.
🚀 Building Resilient Teams Through Connection
Change may be inevitable, but burnout doesn’t have to be. Consistent, thoughtful check-ins—especially when integrated into everyday Slack workflows—help create a culture where employees feel supported, valued, and ready to adapt. When teams feel connected through regular touchpoints, they’re more likely to stay engaged, resilient, and aligned with organizational goals.
With Harmony Apps, teams can build that trust, maintain momentum, and navigate change with confidence.