One in three employees underwent 15 major changes in a year. How do you avoid getting lost in constant adaptation?

Work doesn’t stand still

The global Deloitte 2026 Global Human Capital Trends survey illustrates how frequently one must adapt to new conditions today. One in three surveyed employees reported experiencing 15 major work-related changes over the course of the year. Among them, Deloitte lists changing customer expectations, modifications to strategies and business models, and changes related to artificial intelligence and other technologies.¹

The efforts employees make to adapt to such an intense pace of change have negative consequences, such as a decline in wellbeing (68% of respondents) and engagement (50%) as well as an increased workload (60%).¹

– Change itself is not a bad thing. It could mean a promotion, a new role, or a way of working that ultimately proves to be better. However, every change requires effort on our part. It compels us to break out of established patterns and acquire new skills, which can lead to an additional burden, including a psychological one. And this is precisely where resilience – the ability to regain balance while adapting to new conditions – gains importance. However, it is not built only when the next change arises. We navigate new situations more easily when we have a solid foundation for functioning and space for recovery and growth in our daily lives. In a rapidly changing work environment, having constant access to knowledge and support is therefore also important – says Dr. Andrzej Silczuk, psychiatrist and Multi.Life expert.

Growth is an integral part of change.

The Multi.Life survey indicates that 82% of working Poles consider skill development a priority, and 90% expect growth support from their employer. At the same time, one in three employees did not participate in any development initiatives over the past year.²

– On the one hand, development can be the result of changes, but it should also anticipate them. Continuous opportunities for growth are one of the elements of building resilience in the face of change. If we can develop flexibly and in a way tailored to our needs across various areas – not only professional skills but also, for instance, stress resilience or physical fitness – we have a better foundation for coping with new challenges. As a result, the change itself may be less burdensome for us – emphasises Andrzej Silczuk.

Development-related needs encompass a wide range of areas. In the Multi.Life survey, 43% of Poles indicated that they would like to learn how to better take care of their physical health, 36% wanted to build mental resilience, and 31% wished to develop skills related to new technologies.²

– People want to grow, but not every need implies the necessity of adding another multi-hour training session to their schedule. Sometimes a full course is needed, while at other times, specific knowledge is required precisely when a new task or responsibility arises. Therefore, what matters is not only whether an employee has access to development and support, but also whether they can tailor the form and timing to their own situation – says Izabela Nasiłowska-Włodarek, Business Development Director at Benefit Systems.

Deloitte describes a similar trend. The report’s authors point out that development and adaptation to new conditions should increasingly be integrated into the work experience itself, rather than functioning as an additional task performed alongside daily duties. Among the ways of integrating learning with daily work, Deloitte highlights practical experience, peer coaching, and short materials and tips available precisely when a specific need arises.¹

– We strive to provide this kind of flexibility with Multi.Life as well. In one place, the employee has access to expert materials and courses in various audio and video formats, including content broken down into short, multi-minute segments as well as online consultations with experts in health, wellbeing, and personal and professional development. You can use them at your convenience, pause the course, and return to it later. This allows personal growth to fit more easily into everyday life, rather than becoming just another rigid item on the calendar – adds Izabela Nasiłowska-Włodarek.

Everyday mental health

World Mental Health Day is observed on 10 October. According to the WHO, it serves to raise awareness about mental health and mobilise action to provide support.³

– Mental health does not begin only at the moment of crisis. Before that comes daily functioning: how we handle our responsibilities, how we react to new demands, and how much room we have to adapt to them. It is not the employer’s role to bring the world to a standstill or to ensure that an employee never experiences stress. Nor is it their role to assume responsibility for the employee’s health. They can, however, facilitate access to reliable information and professional support. Adaptation is a natural part of life, including professional life. However, it is good to know where to seek help before a difficult moment escalates into a more serious problem – summs up Andrzej Silczuk.

^{¹ Deloitte, 2026 Global Human Capital Trends, “Creating an adaptable workforce,” 2026; Deloitte, “Change fatigue, the new challenge faced by employees globally,” 2026.}

^{² Survey commissioned by the Multi.Life brand, Ariadna National Research Panel, 28–30 December 2025.}

^{³ World Health Organisation, World Mental Health Day 2026.}

Izabella Rzymowska

Senior PR Specialist, Benefit Systems

• i.rzymowska@benefitsystems.pl
• 880 126 912

^{Multi.Life is a digital employee benefit developed by the creator of the MultiSport Programme. It helps companies support employee health, wellbeing, and development in a single digital space. It was created for organisations that want to go beyond individual benefits and build a more conscious, long-term approach to caring for their teams.}

^{The platform supports employees in taking care of themselves on a daily basis, covering health as well as personal and professional development. Its users can benefit from expert knowledge, online consultations, educational materials, and partner services available through the platform. An important element of the solution is also the AI Wellbeing Assistant, which provides round-the-clock support.}

^{Multi.Life is also a tool for HR departments. Thanks to the Wellbeing Score – Benefit Systems’ proprietary solution – employers can better understand their teams’ needs and design data-driven wellbeing initiatives. The platform also supports the achievement of development goals, helps monitor educational activities, and facilitates the building of an organisational culture based on care for people.}

^{Multi.Life is part of the Benefit Systems ecosystem, alongside the MultiSport Programme and the MyBenefit cafeteria platform. It supports companies in creating a work environment that fosters employee health, engagement, and long-term effectiveness.}

^{More information at multi.life/en and benefitsystems.pl/en.}