Change. For some people, it’s exhilarating. For others, it’s downright unsettling. But one thing is certain… change is constant. And in today’s workplace, it seems to be arriving faster than ever.
Whether it’s a shift in leadership, a redefined mission, new technology, or an organizational restructure, change touches every level of a company. And how we manage that change can either strengthen engagement or leave it in pieces.
Let’s face it. People don’t resist change because they’re stubborn or difficult. They resist it because it often feels personal, and they don’t yet understand how it affects them or what their role will be in the “new normal.” Uncertainty can trigger fear, confusion, or even disengagement.
If you're a leader, you may see the bigger picture and feel excited about where the company is headed. But your employees may only see what’s right in front of them - and it’s your job to help them zoom out.
And while today’s most successful organizations are moving toward more agile, adaptable ways of working, that only works when people are brought along for the ride.
That’s where thoughtful change management comes in.
One of the most practical and people-centered frameworks for managing change is ADKAR, developed by Prosci. It stands for:
What makes ADKAR so powerful is that it focuses on the individual, not just the project. It recognizes that successful change only happens when each person moves through these five stages.
Let’s take a closer look at how this connects to employee engagement.
If employees are blindsided by change or don’t understand the “why,” they’re likely to become disengaged. But when leaders use the ADKAR model to guide the process, they create clarity, build trust, and foster buy-in.
Here’s how each stage of ADKAR supports engagement:
When leaders guide their teams through change using ADKAR, it doesn’t just help people cope — it helps them engage.
Organizational change can take an emotional toll, which is why leaders need to be attuned to employee well-being. Providing reassurance, flexibility, and empathy during times of transition doesn’t just reduce stress, it builds trust and loyalty.
This is also where leadership development and coaching come into play. Helping employees navigate change effectively doesn’t just take tools — it takes leadership. Investing in leadership coaching equips managers with the communication, emotional intelligence, and resilience they need to guide others with confidence.
Incorporating tools like Behavioral IQ (B-IQ) makes that leadership even more effective. Understanding your own behavioral style — and those of your team members — offers insight into how different people respond to change. Some need time to process, others need to talk it through. Some want step-by-step direction, others want space to explore. B-IQ helps leaders meet people where they are and guide them forward with intention.
The “Knowledge” and “Ability” stages of ADKAR don’t just require communication. They require learning. That’s why continuous development is so critical. Leaders must equip their teams with the training, mentorship, and support they need to grow into new roles, responsibilities, and realities.
And when learning is baked into the culture — not just delivered in response to change — employees feel empowered, supported, and future-ready.
Change doesn’t have to derail engagement. In fact, it can strengthen it when it’s done right. By using the ADKAR model, understanding behavioral styles, investing in leadership, and leading with empathy, you can turn uncertainty into opportunity.
So the next time change is on the horizon (and you know it will be), remember: your people are looking to you for clarity and confidence. Use the tools at your disposal to guide them with purpose, and you won’t just manage change. You’ll lead your team to grow through it.