#United States #Arlington #Employee Experience #Eagle Hill Survey #Workplace Changes

The Efficacy of Workplace Changes in the U.S.: Insights from Eagle Hill Survey

In a recent survey conducted by Eagle Hill Consulting, a troubling gap has emerged regarding workplace changes in the United States. While 63% of U.S. employees have reported experiencing some sort of transformation at their organizations over the past year, remarkably, 34% of these individuals feel that such changes were ultimately not worthwhile. This sentiment indicates significant room for improvement in how companies manage transitions, as reiterated by Melissa Jezior, the company's president and CEO.

The Disconnect Between Change and Employee Satisfaction

The Eagle Hill Change Management Survey for 2025 reveals that employees do appear to recognize some benefits to organizational changes. For instance, 46% of respondents suggest that recent changes have boosted their efficiency, while 43% believe these transitions have improved their focus on organizational goals. However, a concerning 75% disagree with the statement that their organizations effectively manage the rollout of changes across teams. Therefore, the challenges lie not in the changes themselves but in their execution and the support provided throughout the process.

The Negative Side of Poor Change Management

The survey illustrates several pain points that accompany poorly managed changes:

• - A staggering 45% of employees reported that their workloads increased due to these changes.
• - Approximately 43% noted a rise in stress levels.
• - A significant 62% expressed dissatisfaction, indicating that their managers did not reduce their regular workload to accommodate the learning and adjustment periods necessitated by these changes.
• - Moreover, just 24% felt that the way changes were rolled out made it easier for them to embrace and adapt.

These statistics paint a worrying picture. Employees appreciate the potential of change; however, many feel overwhelmed in the process of adapting. This leads to a decline in morale and productivity, ultimately counteracting the desired improvements that organizations aim to achieve.

Varying Reactions to Different Types of Change

Interestingly, not all workplace changes receive the same level of acceptance. Employees rated new product launches (69% positive feedback), technology changes (66% positive), and initiatives involving artificial intelligence (59% positive) much more favorably. In contrast, changes like return-to-office mandates sparked discontent, with 46% of employees feeling that such mandates made the working environment worse. It highlights a need for organizations to understand their employees better and tailor change initiatives appropriately.

The Importance of Employee Input

The survey also indicated a significant mismatch regarding employee engagement in change initiatives. While 57% felt that their opinions were valued when identifying necessary changes, only 40% believed their input regarding the rollout of these changes was genuinely considered. This disconnect means organizations miss out on valuable insights that could guide smoother transitions.

Generational differences also emerged, revealing that a mere 54% of Millennials and 47% of Gen Z employees felt their workloads diminished during changes, compared to 70% of Gen Xers and 82% of Baby Boomers who expressed discontent.

A Path Forward: Strategies for Effective Change Management

According to the findings of the Eagle Hill survey, implementing better change management strategies requires focusing on three critical components:
1. Timing is crucial: Organizations should consider phased rollouts, and lighten employee workloads during significant transitions to ensure a smoother experience.
2. Anchoring changes in a purpose: Maintaining clear and consistent communication that ties the change to tangible business outcomes that employees can relate to is vital.
3. Empowerment of teams: Employees indicated that their team leads significantly influence their experiences during transitions. Organizations should empower team leaders, as this could improve overall engagement and adaptability.

In conclusion, as organizations navigate the complexities of workplace changes, prioritizing effective management strategies will be key to delivering meaningful transformations. Employees are the backbone of any successful change initiative, and their involvement and well-being should be at the forefront of these efforts. For more insights, you can review the full findings of the survey conducted by Eagle Hill Consulting.

The 2025 Eagle Hill Change Management Survey was executed by Ipsos between August 21 and 25, 2025, sampling a representative group of 1,448 U.S. adults employed either full-time or part-time. Eagle Hill Consulting continues to be a leader in providing innovative consulting services, specializing in areas such as Organizational Performance and Change Management.