Let’s start with the truth: most change efforts don’t fall apart because the idea was bad. They fall apart because the people weren’t set up to succeed.
At its core, change management is about people. It’s about helping individuals (and teams) understand, adapt, and feel supported through transition. Yet in many organizations, change is approached like a checklist—announce it, implement it, move on. No wonder people feel frustrated, confused, or disengaged.
So how do you know if your organization actually needs change management? Spoiler: if you’re asking, you probably do. But here are five very real, very common signs that change management could make a huge difference—and why it’s never too late to introduce it, even mid-change.
1. People keep asking “What’s going on?”—and you don’t have a clear answer
You know something big is shifting. Your team does too. But no one seems to have the full picture—or if they do, they’re not sharing it in a way people understand.
When communication is unclear or delayed, it creates an information vacuum. And in a vacuum, people fill the gaps with assumptions, rumors, and fear. This can erode trust and create resistance before the change even starts.
Why change management matters here:
A solid change management approach ensures that updates are timely, clear, and human. It’s not just about the what—it’s about the why, the how, and what it means for real people.
2. You’re noticing more frustration, resistance, or disengagement than usual
Maybe it shows up as eye-rolls in meetings, side comments in Teams, or complete silence when you ask for feedback. Whatever form it takes, resistance is real—and it’s often a sign that people feel unsure, left out, or overwhelmed.
Here’s the thing: resistance doesn’t mean people are against the change. It usually means they need more clarity, support, or time to process.
Why change management matters here:
Change management helps you anticipate and respond to emotional reactions—not ignore them. It gives you tools to lead through the uncertainty and check in with empathy.
3. You’ve made changes—but no one’s actually using the new process/system/structure
The change was announced. Maybe even implemented. But six weeks later, people are still using the old workflow, avoiding the new tool, or defaulting to how things “used to be.”
This is one of the clearest signs that change management was missing. Adoption doesn’t just happen because something is available, it happens when people are supported through the learning and transition process.
Why change management matters here:
It’s not just about rolling something out. It’s about embedding it in people’s daily work, answering “what’s in it for me,” and removing friction as they shift habits.
KGO recently helped EDF roll out a new approach to flexible working with the help of change management.
4. Some people are doing fine… but others are falling behind
Not everyone experiences change the same way. Different roles, responsibilities, and personalities all affect how people react and adapt. If you’re seeing uneven adjustment across your team, that’s your cue to dig deeper.
Maybe one team is excited and leaning in—but another is confused and checked out. Or maybe high performers are quietly struggling while louder voices dominate the change conversation.
Why change management matters here:
It helps you treat people as individuals, not just job titles. You’re able to tailor support based on how people are affected, not just by what the org chart says.
5. You’ve already rolled out a change—and realized people weren’t ready
This one happens all the time. A change is made, and only afterward do you realize: “Wait… we didn’t prepare people for this.” Or maybe you thought you had—but you’re seeing gaps in understanding, confidence, or alignment.
The good news? It’s never too late to layer in change management.
Even if you’re mid-rollout, there are ways to reset, re-communicate, and re-engage. It’s about meeting your people where they are right now, not where you hoped they’d be.
Why change management matters here:
It’s a flexible approach—not a rigid process. You can always pause, reassess, and provide support based on where things stand today.
So… Is It Too Late to Start? Absolutely not.
The moment you realize people need more clarity, support, or connection—that’s your moment to step in. Change management isn’t just a kickoff activity. It’s a mindset and a muscle you can build at any point in the journey.
Whether you’re at the start of a project, in the messy middle, or recovering from a bumpy rollout, there’s always something you can do to improve how your team experiences change.
So if you’re seeing the signs, don’t wait. Start now. Your people will thank you.