You need change management whenever a significant shift is happening. The following are some common examples of where you may need change management and why:

• Merger or acquisition: Understand employee adaptation to new leadership, cultures, and processes.
• Restructure: Identify struggles with new roles, team alignments, and workflows.
• Reduction in force: Gauge employee morale and ensure remaining staff feel supported.
• Operating model change: Pinpoint pain points in daily routines and long-term goals.
• Strategy change: Measure understanding and alignment with new strategic goals.
• Digital transformation: Monitor adoption of new tools and address training gaps.
• Cultural transformation: Track progress of cultural shifts and areas needing reinforcement.
• Agile transformation: Assess adaptation to agile practices and identify support needs.
• Rapid growth: Maintain cohesive culture and communication amid expansion.