When organizations undertake large-scale changes such as restructuring, downsizing and new initiatives, they often overlook the important aspect of generating support from their employees and managers.

When organizations undertake large-scale changes such as restructuring, downsizing and new initiatives, they often overlook the important aspect of generating support from their employees and managers. Managers, who typically have responsibility for initiating change and ensuring that those who report to them act upon the changes, need skills for handling their own reactions to changes as well as how to get others to be more receptive to change. Employees and individual contributors need support in how to acknowledge the difficulty of making change and, equally as important, how to create their own motivation to embrace change. When these two audiences are aligned, companies can expect to maintain productivity, enhance working relationships and realize the return on investment they intended when initiating the change in the first place.