If you could create your own fantasy board of directors, who would be on it? CO— connects you with thought leaders from across the business spectrum and asks them to help solve your biggest business challenges. In this edition, we ask an entrepreneur and executive for tips on how to avoid change fatigue.
In this edition of “Ask the Board,” we feature Lauren Buckley, Strategy Principal and Founder of The Hush Collaborative, a woman-founded organizational strategy consultancy with a focus on transformation. Lauren shares useful advice to help small business owners avoid change fatigue, which can hinder growth.
Change fatigue occurs when employees feel frustrated or exhausted as a result of too many changes in their workplace. As a small business owner and/or manager, it’s your responsibility to be aware of change fatigue and prevent it. With these tips, you’ll be able to do just that.
Make change a practice, not a fire drill
Stop treating it like an “extra” and start embedding it into daily operations with ongoing training, clear processes, and team “change champions” who keep the momentum alive.
Recognize people like it’s your job, because it is
If your feedback loop is all correction and no appreciation, you’re setting your team up for attrition. The best organizations celebrate small wins, offer flexibility, and acknowledge contributions, especially during transitions.
As a small business owner and/or manager, it’s your responsibility to be aware of change fatigue and prevent it.
Lauren Buckley, Strategy Principal and Founder of The Hush Collaborative
Ditch your old playbooks
Rigid work models fuel burnout. Instead of clinging to outdated structures, focus on results, not hours clocked. Whether you choose four-day workweeks or hybrid flexibility, the goal is the same: efficiency without exhaustion.
Make workload expectations CRYSTAL clear
Change fatigue isn’t just about change—it’s about unclear or unrealistic expectations. If your team doesn’t know what success looks like, they’ll default to overworking. Define priorities, align workload to capacity, and cut unnecessary tasks.
Train leaders who can handle the heat
Managing change isn’t about leading with control—it’s about adaptability. The best leaders set realistic goals, communicate with clarity (no corporate jargon), and support people through uncertainty instead of just demanding results.
Create a change communications workstream
Change falls apart when communication is vague, inconsistent, or disconnected from the bigger picture. Transparency isn’t just about sharing updates—it’s about making sure people understand what’s happening, why it matters, and how they fit in.
Design a workplace that fosters change
If you constantly react to change, you’re already behind and most likely driving your workforce bonkers. Build systems that make change seamless and not stressful.
Treat change fatigue like a business problem, because it is
Change fatigue leads to disengagement, turnover, and poor performance. Fix it by right-sizing expectations, aligning strategy with implementation, and ensuring people have what they need to succeed.
CO— aims to bring you inspiration from leading respected experts. However, before making any business decision, you should consult a professional who can advise you based on your individual situation.
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