Source

6 TYPES
Type

Strategic change

People-centric organizational change

Structural change
Technological change

Unplanned change

Remedial change
https://whatfix.com/blog/types-of-organizational-change/

6 TYPES OF ORGANIZATIONAL CHANGE

Descriptions

To achieve goals, boost competitive advantage in the market, response to

opportunites or threats

When implementing a people-centric change, the leadership must bear in mind

that employees will naturally resist change.

Requires transparency, communication, effective leadership, and an empathetic

approach.

Circumstances that lead to structural change include mergers and acquisitions,

job duplication, changes in the market, and process or policy changes
The increasing market competition and constantly evolving technology lead to
technological change within organizations
Technology change management is all about identifying new technology and
implementing a digital strategy for improved productivity and profitability

Unplanned change is defined as a necessary action following unexpected events.

An unplanned change cannot be predicted but can be dealt with by effective
change management.

Remedial changes are reactionary. This type of change occurs when a problem is
identified, and a solution needs to be implemented. As these changes are
designed to address an issue; they call for immediate action.
S OF ORGANIZATIONAL CHANGE
Example

Update mission as growth

Innovation
Restructuring

New hire onboarding

Roles and responsibilities

Layoffs

Mergers and acquisitions

The creation of new teams or departments

Company org chart change

Digital transformation

Introduction of a new technology

Shift to remote work

Loss of critical personnel

Addressing customer communication issues

ANGE
Tailored solution/Remarks

Investing heavily in reseach, development activities and the latest technology

Can result to dowsizing or upsizing the workforce

Clearly communicate the reasons for hiring new people to the team

Consider: are they going to lighten the workload? Will they fill the skills gap? How will they intergrate the
current team?

Have a solid plan to avoid negative reaction

Communicating the value of the change
Needs to be transparent
Require additional training or upskilling
Communicate the reasons behind such drastic changes

Answer any questions the employees might have regarding the change
Promotions and new roles

Communicating more frequently and thoroughly to avoid misunderstandings and assumptions.

Having the tools and processes in place to boost virtual employee engagement.

Prioritizing learning and development to continuously upskill employees on the latest technology via
employee training software.
A succession plan identifies critical positions, future staffing needs, documenting and transferring key
Using change
knowledge, managers
and to that
the people help could
individual employees
fill these adaptwithin
future roles to theanremote culture.– and helps develop
organization
action plans accordingly.
Providing flexible working schedules for remote employees to maintain a healthy work-life balance

Providing more training for new hires