As companies navigate an increasingly turbulent external environment, communications and HR leaders have identified “change fatigue” as one of the top five barriers to success, according to Gallagher’s 2025 Employee Communications Report. The report, which draws insights from more than 2,000 communication and HR leaders across 55 countries, finds that 44% of HR leaders view change fatigue as a key battleground for success in 2025.
This is the first time that “change fatigue” has been featured on Gallagher’s list, and its immediate arrival may be related to another key barrier—a lack of direction from top leaders (39%).
“Right now, companies across the globe are managing delicate external challenges, all of which require agile and flexible communication,” says William F. Ziebell, CEO of Gallagher’s benefits and 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 team to guide the company through challenging situations.”
HR leaders are prioritizing initiatives that strengthen engagement with 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.
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,” says Ziebell.
