Introduction
Poor change management is one of the most overlooked workplace hazards. Change itself isn’t the problem, it’s how it’s handled. When organisations fail to manage change well, employees face increased workloads, confusion, role conflict and reduced job control. In this blog, we explore why poor change management, not change itself, poses the real risk and how leaders can create positive, supportive transitions.
How Employees Experience Change Poor Change Management
Employees often experience change emotionally, moving through the stages of the Kubler-Ross Change Curve: denial, resistance, exploration and commitment. Leaders who recognise these stages can prevent the effects of poor change management, maintaining engagement and supporting employees through uncertainty.
Top Change Models to Prevent Poor Change Management
1. Kotter’s 8-Step Model
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Focus: Leadership & culture
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Best for: Large-scale transformations (restructures, mergers, cultural change)
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Why it works: Provides clear sequencing, emphasizes communication, coalition-building, and short-term wins, helping employees stay informed and supported
2. Lewin’s 3-Step Model
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Focus: Process & stabilisation
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Best for: New processes, policy shifts
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Why it works: Prepares teams to let go of old ways, invests in readiness, and ensures smoother transitions to reduce uncertainty and confusion
3. ADKAR (Prosci)
- Focus: Individual adoption
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Best for: Technology rollouts, process improvements, or any change requiring employee buy-in
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Why it works: Provides measurable checkpoints (awareness → desire → knowledge → ability → reinforcement) to track and support adoption, helping reduce stress and role ambiguity
4. Bridges’ Transition Model
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Focus: Emotional adaptation
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Best for: Cultural transformations, leadership transitions
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Why it works: Recognizes employee loss and uncertainty, promoting empathy, communication, and leadership support
5. McKinsey 7-S & Appreciative Inquiry (AI)
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Focus: System alignment & strengths-based culture
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Best for: Culture change, strategic planning, team engagement
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Why it works: Aligns organizational structure, systems, and culture while emphasizing strengths and collaboration
Combining Models to Overcome Poor Change Management
Real-world change is most effective when structural, process and emotional approaches are combined:
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Kotter + ADKAR: Large programs requiring both structure and individual adoption
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Lewin + Bridges: Transitions needing process guidance and emotional support
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McKinsey 7-S + AI: Cultural transformations emphasising alignment and positivity
Key Takeaways
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The hazard isn’t change itself. It’s how change is introduced and supported.
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Poor change management can increase workloads, role conflict, uncertainty, and reduce job control.
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Thoughtful, structured, and empathetic leadership turns change into a positive opportunity while protecting employees’ wellbeing.
Learn more about managing psychosocial hazards and supporting your team through change in our Psychosocial Risk Management Program
