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Organizational change conversation resources

Last updated on August 26, 2025

Use the template and conversation resources provided on this page when:

  • Your organization or team is going through a period of change 
  • You want to discuss changes that are happening or may happen 

If you would like to document this conversation in the PDP: 

On this page

Preparing for the conversation

The following considerations can help guide employees and supervisors to prepare for their roles in performance conversations.

Employee

  • Develop an understanding of the change. This may include learning, as information becomes available, why the change is happening, goals, timelines and potential impacts on your organization, team and your role 
  • Reflect on how the change may impact your work and opportunities for development 
  • Reflect on your feelings about the changes and the opportunities that may come with them 
  • Identify one or two specific goals for the conversation to keep the conversation focused and constructive 
  • If you intend to share concerns also share potential solutions or alternatives to contribute to a positive outcome 
  • Schedule a dedicated time for the discussion so that both you and supervisor can come prepared 
  • Come prepared to listen and be open to information, insights or perspectives you may not be aware of  
  • Come prepared to ask questions and appreciate there may not be answers to all of your questions at the time of the conversation. This first conversation can be part of an ongoing dialogue  

Supervisor

  • Develop an understanding of the change and benefits of the change in the long term, for both the organization and employees 
  • Be prepared to explain the change based on the information so far available. This may include explaining the reasons behind the change, the steps being taken and how it aligns with the organization's goals. This involves being clear about what you do know and what remains uncertain 
  • Be prepared to describe available support systems, resources or training that can help employees navigate the change 
  • Consider how the change may impact employees you supervise and their work. This may include their roles, responsibilities, processes, systems, work environment or routines  
  • Reflect on how the change may impact your own work and how you lead your team 
  • Consider your own feelings about the changes and the opportunities that may come with them 
  • Organizational change can be emotional for many employees. Be aware of possible emotional reactions, such as anxiety, uncertainty or resistance and be willing to address fears or uncertainties 
  • Schedule a dedicated time for the discussion so that you can both come prepared 
  • Come prepared to listen and be open to feedback, insights or perspectives you may not be aware of 
  • Expect potential resistance or concerns from employees and prepare responses. Approach conversations with openness, transparency and empathy 
  • Come prepared to be asked questions you may not be able to answer at this time. This first conversation can be part of an ongoing dialogue 
  • Outline how you will keep the employee informed about ongoing developments and how you will address concerns as they arise 

Suggested discussion questions

To help guide discussions, choose some of the questions below. You can also develop questions of your own. Capture significant outcomes and action items in the comments section of the template. 

About the change

  • What specific changes are happening in the organization? What are the reasons behind them? 
  • Will this change affect my role or responsibilities? If so, how? 
  • Will there be any changes to the team structure or reporting lines? 
  • Will expectations of me and how I work change? If so, how? 
  • Are there any areas where you feel unclear or uncertain and would you like more clarity? 

Communication and feedback

  • How will the organization maintain communication throughout the change process? 
  • How will you keep me/our team updated on the progress of the organizational changes? 
  • What is the process for providing ongoing feedback or concerns about how the changes are unfolding? 
  • Will there be any follow-up meetings or check-ins to assess how people are adjusting? 
  • How do you prefer to receive updates and information about the changes taking place? 
  • Do you feel you’re getting enough information about why the changes are happening and what’s expected of you? 
  • Do you have any suggestions on how we can communicate better or keep you more informed during this time? 

Implementation and impacts

  • What is the timeline for the changes to take place? 
  • What will the transition look like? Will there be phased implementation or a sudden shift? 
  • Is there a plan for reviewing roles and responsibilities after the changes are implemented? 
  • Are there any new skills or competencies I should be focusing on to adapt to these changes? 
  • What impact do you think these changes might have on your day-to-day work? 
  • What aspects of the change are you hopeful about or most looking forward to? 
  • What aspects of the change are you most uncertain or concerned about? What can I do to help you navigate the uncertainties? 
  • Are there any skills or resources you think would be helpful in navigating or adapting to the change? 
  • Is there anything we should continue doing that has been working well during this transition? 

Support and well-being

  • What resources will be available to help employees navigate these changes? 
  • Will there be any training or support offered to help employees adjust to the new roles, processes or systems? 
  • Would it be helpful for us to provide any specific training or guidance to ease your transition? 
  • Is there anything you think leadership could do to additionally support employees during this time? 

Career development

  • How will these changes impact career growth or opportunities for advancement? 
  • Will there be new opportunities for cross-functional collaboration or learning? 
  • How can I contribute positively to the success of the organization during this time of change? 
  • What new opportunities do you see for yourself or our team through this change?