The purpose of this Organizational Change Management Plan Template is to aid an
organization in planning for change. This template will assist a company in defining key
organizational change details such as the change objectives, communication and
marketing methods, team structure, change milestones, evaluation methods, and
potential problems or identified concerns. Additional language may be added to by the
user to address any company's needs. This plan should be used by small businesses
to aid in the planning for organizational change.
Template for Managing Organizational Changes
Project Name: ___________________________________________________
Contributor: _____________________________________________________
Date: __________________________________________________________
(text in italics will help you complete the template)
1. Intro
In the Change Management Plan from NIH (National Institutes of Health), the authors speak of
the biggest problems faced in implementing a companywide system or any sort. The main issue
that causes setbacks is a lack of planning when making major changes in organization. A lack
of proper communication and poor training, as well as a failure to plan for the number of
employees needed can result in rejection of any changes made to the business, as well as a
lack of performance for end users. Often, this failure to plan correctly can result in a large loss of
money as the changes are not correctly implemented.
Managing organizational change involves a number of activities which will help the organization
begin using innovative technology and discover new methods of serving its clients. In order to
be effective, change management needs to incorporate strategy, technology and human beings
to ensure that the organization continues to improve, despite constant changes in the
environment. Likewise, it’s vital to plan a carefully thought out approach to the changes about to
be made to any project.
Make a list of the factors involved in the project which show a need for change management
during the project:
1.
2.
3.
The effect of the above factors may be reduced through the use of well thought out and effective
management of the changes. This will help any employees that may be affected by the project
to continue productivity and handle the changes that may occur in their section.
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The point of managing organizational changes is to avoid as much of a dip in productivity as
possible. In larger organizations, the team implementing the changes should expect people to
be resistant to the new ideas being brought in. They will likely be reluctant to go along with the
changes, but with the techniques described here, it is possible to ease them into the transition.
The staff affected will be given information about the project, including the reasons for
implementing it, how it will affect them, the benefits, how long it will take to implement and the
available training, as well as changes for the individual. Management overseeing the changes to
the organization will take over and help customers understand the adjustments in the
procedures and policies within the organization. Any messages given through the plan will be
based on what each area requires in regards to how much it is affected by this project.
Everything will be customized for the project in question.
The project team’s goal is to greatly diminish the inevitable dip in production as the changes are
made. This change in productivity levels occurs in any large or complicated project that involves
staff or customers.
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2. Overview of Managing Organizational Changes
(This part of the plan does not have to be long. It simply offers a look at the topics that will be
included in the main section of the plan.)
A. Managing Stakeholders
(The effect of changes made to an organization during a project should always be considered.
In order to offer a successful end result, write down those who will be most affected by the
changes in business procedures and technologica