There are different reactions that individuals experience during time of change. Understanding the emotions of an individual may better help them get through the period of unexpected change. A possible reaction is anger towards person(s) responsible for or involved in the change. One may return to old habits, the familiar comfortable way of doing things, avoiding reality and denying the change. Thinking becomes rigid and new ideas, methods, structures, etc., are perceived as threatening so one withdraws from the situation.

Everyone needs feedback on a regular basis and one must incorporate feedback systems and checkpoints into your planned changes. Continued feedback and information regarding the change is a key requirement for successful transitions. Feedback mechanisms also provide data on areas that require additional attention or action. By providing work team meetings, informal one - to - one conferences and interviews, performance reviews and evaluations to reinforce change, and surveys, task forces, and sensing groups.

Train and coach people in new values and behaviors. 2. Give more feedback than usual. Keep people informed on their work, and ask them for feedback on whether the change is working the way it is supposed to. 3. Build many resource channels. Look for opportunities for teams and groups to collaborate. 4. Encourage people to be creative during this phase. 5. Allow the withdrawal and return of people who are temporarily resistant. Monitor the change process according to the timetable and milestones you previously planned.