Change management newsletter template

Here are 6 of the most useful change management plan templates in 2024 – plus a bonus ebook download to help craft your enterprise change strategy.

Download and use these templates for your own organizational change initiatives – let’s get started.

1. Change Proposal Template

Change Proposal Template | Download Template

Before making the plans needed to roll out a change, make sure you understand why the change is needed. The motive behind or the reason for the change will influence every step of your planning process.

Getting started with a change proposal template, regardless of whether or not the change has already been approved, will force you to really dig into the ‘why’ behind the change. Once you’ve completed this template, you’ll be ready to justify the change and help others understand it as well.

This change management plan example also includes a section for potential benefits and potential negatives. Use this section to show your thought process behind the change. Share your own concerns while still rationalizing the need for the change by showing the benefits. Of course, no change can be 100% positive, but this section shows that you have considered the pros and cons and still believe the change is necessary.

Once you know why the change needs to happen, it’s time to designate change leaders who will help support the change.

This change proposal template includes:

• Proposed Change – What will change? This should be a brief explanation of the proposed change. Make sure to address not only what will change but also who it will affect and when it will take place.
• Reason for Change – Why should this change happen? When explaining the reason for the change, be specific. Explain exactly why the change is necessary. Remember, you need to fully justify the need for the change. Use this section to address anticipated concerns and/or resistance to drive home the ‘why’ for this change.
• Intended Outcome(s) – What would the be specific outcome of a successful change? Consider results such as reduced labor costs, improved employee experience, increased productivity, etc. depending on the change situation and sometimes the executives involved.
• Estimated Duration – How long will it take? Provide an estimate of how much time will be required to implement and solidify the proposed change. Be sure to include the time related to planning for the change, communicating the change to those affected by it, and transition periods.
• Estimated Costs – How much will the change implementation cost? Calculate the estimated total costs associated with the change. Costs to consider include things such as labor, additional staffing needs, technology, and outside consultation.
• Additional Factors to Consider – What other areas of the company might this change affect? Anything of note that is not covered by the previous categories belongs in this section. For example, if the proposed change involves hiring new talent, the organizational chart may need to be updated, and shifts to the organizational hierarchy could affect employee morale.