How to Manage Organizational Change

Updated: March 29, 2019

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Change happens in every organization. Some companies grow larger while others may
need to down-size. Many organizations may see the need for a change in vision,
whether once or multiple times. Learning how to manage organizational change is key
to making these transitions go more smoothly, regardless of what the change entails.

1. Be intentional about the changes you make. If you initiate change just for the sake
of change, it will be challenging for you to get support from your leaders, employees,
and clients. Have a good reason for each change and be able to explain those reasons
clearly to your organization.
o Keep your whole organization in mind. It is easy to think about making a
change in one department without realizing the effects it will have on all the others.
Explore all the potential consequences of organizational change before announcing it.
o Get feedback from leaders in the organization, as well as from others
outside of the company. Different perspectives will help you make a well-informed
decision.
o Make role changes for a specific purpose. Organizational change often
leads to an adjustment in roles and responsibilities. People are moved from one
department to another or from one location to another. Do your best to handle these
changes sensitively and intentionally.

2. Get the support of those in your organization. This is vital to helping your

organization transition and move forward with the changes you would like to implement.
The more you can engage and include those in your organization, the better.
o Explain the reasoning behind organizational changes instead of just
announcing the change itself. People are more likely to support you if they understand
why you made a particular decision.
o Start with the senior leadership team. If your leaders do not support you, it
will be difficult to get the support from the rest of the organization.
o Include all employees. Everyone on staff needs to be committed to the
new vision, mission, or whatever the change might be. Work to earn their support and
dedication. Invite employees to help formulate the wording of the new vision statement.

3. Communicate openly as much as possible. Inform employees of changes before

they hear it from somewhere else. Utilize company email, all-staff meetings,
newsletters, or whatever form of communication is most beneficial for the news you are
sharing.
o Share major changes face to face and then follow up with an email. This
makes your announcement more personal. It also gives employees a chance to ask
questions or clear up any confusion.
o Communicate early and often. Keep employees informed throughout all
aspects of your organizational change so they can be on your side when the change
actually takes place.
o Encourage feedback. Give employees the opportunity to ask questions or
provide suggestions as your organization moves toward change.

4. Acknowledge the process of change. Change takes place in several stages. There

are also different emotions attached to the idea of organizational change.
o Some workers will immediately accept announced changes, while others
may deny the need for it, prolong the change itself, or actively resist it. As your company
encounters change, keep an eye on how employees are responding.
o Do not expect behavior to change all at once. It will take time for your
employees to get used to doing things differently. Do what you can to support them
during the transition.

5. Model a positive response to the organizational change. Employees often take

the lead from their supervisors. Set the example by displaying a positive attitude about
upcoming changes, supporting your own leaders, and helping your team make
changes. If you have any disagreements about potential changes, keep that within the
leadership team.