New report indicates blanket rollouts for organisational change may no longer work
Implementing a one-size-fits-all approach to change management is no longer sufficient, employers are told, given the diverse experiences and expectations of today's multigenerational workforce.
Melissa Jezior, president and chief executive officer of Eagle Hill Consulting, said organisational change today has become a "multigenerational experience."
"To make change stick, leaders need to manage organisational change as a multi-generational experience, anchored in a shared purpose and tied to the different motivations, needs, and expectations that each generation brings to work," Jezior said in a statement.
Change management shortfalls
The executive offered the advice as a new report from Eagle Hill Consulting revealed that employers are falling short in managing change effectively.
It found that organisational change in workplaces is perceived differently by employees, depending on which generation they belong to.
Gen Z employees are more likely to look at change positively, particularly on process change, reorganisation, culture change, cost reductions, leadership change, and even office returns.
They are less likely to agree, however, that artificial intelligence would improve their day-to-day work.
"Gen Z tends to see change as possibility, while more experienced employees see it through the lens of promises made and disappointments delivered," Jezior said.
"Leaders who understand these differences and then design change strategies that combine clarity, empathy, and authenticity will dramatically increase their chances of achieving durable, meaningful transformation."
Impact of poor change management
Change has been a constant feature in workplaces as of late, with layoffs, restructuring, and even the adoption of artificial intelligence.
Various studies have pointed out the consequences of these material corporate events.
A poll from Careerminds earlier this year showed that layoffs have dragged dragged down morale and productivity in the workforce.
Glassdoor's word of the year also declared "fatigue" as the 2025 word of the year, noting how employees "spent a lot of time on edge" amid technology shifts or economic surprises.
How to improve change management
Improving change management in organisations will involve stronger participation from managers and team leads, according to Eagle Hill Consulting.
"The day-to-day interactions with managers and peers are what shape whether change takes hold or falls flat," its insights read. "That's why frontline and mid-level leaders are key to bridging generational divides and driving effective change."
It urged employers to encourage authenticity and transparency among managers, and advised them to modify leaders' style and communications by generation.
"Help them recognise who needs hands-on coaching and encouragement (junior employees) versus who values autonomy and respect for experience (more experienced employees)," the report read.
The enthusiasm of Gen Z employees on change should also be harnessed by asking them to be a part of feedback forums or pilot groups. They should also be positioned as champions and mentors for new systems and processes.
For older employees, such as Gen X and Boomers, the report attributed their scepticism to the need for authenticity.
It advised employers to re-engage with them by framing change as an opportunity to "extend their expertise, not replace it."
It is also important that employers acknowledge older workers during a time of disruption, and give them space for reflection and feedback.
"Leaders who combine clarity with empathy, social energy with individual respect, and optimism with realism will be well equipped to close generational gaps and create lasting engagement around change," the report read.
