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The white paper explains why change management often fails and how intentional adoption prevents resistance and low buy-in. It outlines a Steelcase approach built on culture, process, tools, and space, and stresses that success requires benefits outweighing costs, a compelling vision, practical first steps, and sustained support through planning, implementation, and coaching.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/change-management-lessons-learned-best-practices/249780/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/change-management-lessons-learned-best-practices/249780.png","ImageObject",442,249,{"name":88,"@type":89},"Aria Callaghan","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-27","2026-09-12",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",10,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"Why does change management often fail even when organizations try to implement it?","Question",{"text":109,"@type":110},"Change management frequently lacks enough support and is met with employee resistance. 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Of course, making changes to the workplace orthe work experience should always be in service to broader business goals. Whether your organization is seeking greater growth, improved shareholder value or enhanced brand loyalty from customers, workplace and work experience are important parts of reaching those goals .  \nThey are big investments . They are highly visible and daily reminders of what your organization values .  \nThis and other white papers have been developed by the Steelcase Applied Research + Consulting team to share what we’ve learned with clients.  \nWhatever your goal, workplace change and changes to the work experience can have a role in making it happen.  \nChange is a big deal—even the word itself tends to make people wary. Be judicious in how you implement change. Doing so with little support is bound to backfire, achieving plenty of resentment but little buy-in. Instead, be intentional about change management. Think of it as insurance for what’s likely to be a significant investment—an investment not only in space, but in a holistic experience and the new behaviors that will surely contribute to organizational performance.  \nWhy it matters  \nChange management matters—a lot—and it’s frequently not implemented successfully. When it is, there is a significant payoff in terms of results.  \nThe Steelcase approach to change management encompasses the four elements that must work together to achieve organizational ambitions. These include culture (norms and values), process (the way work gets done), tools (technology and other work aids) and space. Focus on space alone, and you’ll be missing a big part of the picture.  \n© Steelcase Inc. Lessons Learned + Best Practices | 2  \nIngredients for successful change  \nChange always comes with a cost. Employees resist change for a variety of reasons, including perceived loss of territory and control or concerns about how they will be perceived if they aren’t prepared for new ways of doing things. They may even worry about maintaining relationships with colleagues if they’ll no longer be located near friends. Change also brings benefits—easier collaboration, greater engagement or a more energizing work environment.  \nOnly when employees come to realize that the benefits outweigh the costs will change stand a chance. It is important to provide all of the following elements: Vision for the future of the change, knowledge of practical first steps that will be necessary in making the change and (a healthy sense of) dissatisfaction with the present. All of these must be greater than the perceived costs of the change in order for employees tobe receptive to it.  \nBut if any of these three elements are missing, employees will be hesitant to lower their guard. Without a compelling vision, change will lack direction and prompt confusion. Without knowledge of the practical steps needed to make change happen, people will distrust the process and grow frustrated. And without a healthy dissatisfaction with the way things are, people will have no reason to let go and embrace how much better they could be.  \nA clear vision pulls your organization forward, dissatisfaction pushes you out of your rut, and knowledge  \nassures employees you have a firm grasp on how to bridge the gap.  \nAvoid the temptation to gloss over dissatisfaction with the present. It plays a big role in creating a burning need for change. Besides, employees usually understand that something is amiss. Your message: The nature of work moves faster than our workplace can keep up and we’ll embrace new ways of working and behaving in order to reach business objectives. Few would object to an effort to address that discrepancy.  \nAn intentional, holis","cbCaiaaAB9ZT06rV","https://ap.wps.com/l/cbCaiaaAB9ZT06rV","pdf",400913,8,"English","# Why it matters\n## The Steelcase change management approach\n# Ingredients for successful change\n## Benefits outweighing costs\n## Vision, knowledge, and dissatisfaction\n# An intentional, holistic approach\n## Communication and culture shifts\n## Goldilocks principle\n# See it through\n## Timeline beyond move-in\n## Planning, implementation, and sustaining change","[{\"question\":\"Why does change management often fail even when organizations try to implement it?\",\"answer\":\"Change management frequently lacks enough support and is met with employee resistance. Without clarity, practical guidance, or a meaningful need for change, people hesitate, distrust the process, and become frustrated.\"},{\"question\":\"What four elements must work together in the Steelcase approach to change management?\",\"answer\":\"The approach requires culture (norms and values), process (how work gets done), tools (technology and work aids), and space. Focusing only on space misses key parts of organizational performance.\"},{\"question\":\"What ingredients are necessary for employees to accept and adopt change?\",\"answer\":\"Employees must recognize that benefits outweigh costs. The paper highlights the need for a compelling vision, knowledge of practical first steps, and a healthy dissatisfaction with the present that is greater than perceived costs.\"}]","Change Management - Lessons Learned + Best Practices | PDF",1789253015]