Abstract
When a change is proposed, an employee’s resistance can be detrimental to the effort. This research focused on determining the best ways leaders can support employees through organizational change. Common mistakes leaders make are poor communication and not understanding the emotional response employees experience. A change process involves more than the change itself. This research provides leaders with insight into employees’ experience during a change initiative. Awareness could minimize barriers to a change initiative. Recommendations include leaders developing a change management plan that includes identifying key stakeholders affected by the change and assessing for possible barriers before implementing the change process. The plan should include communication methods to clearly state the change and goal of the change. The goal of a change management plan is to streamline the process and increase the rate of success.
