The change curve is a model that outlines how people emotionally respond to major changes. Originally developed by Dr. Elisabeth Kübler-Ross to explain the five stages of grief, it has since been adapted to help businesses manage employee reactions during workplace transitions like restructures, new leadership, or major policy changes.
Employees may feel overwhelmed and resist accepting the change.
Tip: Be transparent. Communicate clearly and offer emotional support early on.
Resistance increases as the reality sets in. Team members might express resentment or negativity.
Tip: Listen actively. Address concerns and offer constructive outlets for feedback.
Morale can dip, and productivity may drop due to confusion or uncertainty.
Tip: Provide structure, promote mental health support, and encourage connection.
Employees begin to adjust and find their place in the new setup.
Tip: Celebrate small wins. Offer training and promote teamwork.
The change is fully embraced. Employees contribute positively to the new direction.
Tip: Recognise contributions and support ongoing development.
Provide clarity on job changes early, listen to concerns, and support affected employees through each emotional phase.
Introduce new leaders with empathy. Build trust by facilitating communication and giving employees time to adjust.
To guide employees through transitions effectively:
Using the change curve helps businesses:
By recognising that change is not just a process but an emotional journey, leaders can support their teams more effectively and ensure smoother, more successful transitions.