Management & Feedback
Change Management Check-In
A change management check-in is a short one-to-one conversation held while a change is happening: a reorganisation, a new tool, a new process, a merger or a new manager. It lets you hear how the person is experiencing the transition, what they understand and what worries them. These questions help you spot resistance, confusion and good ideas early enough to adjust.
17 questions
When to use this template
- Right after a change is announced, to understand first reactions and answer questions.
- A few weeks into the implementation, when daily reality starts to differ from the plan.
- Several months later, to check whether the change has really taken hold and what is left to fix.
Questions to ask
Understanding of the change
- 01In your own words, what is changing?
- 02What do you understand about why it is happening?
- 03What is still unclear to you?
Impact on your daily work
- 04How does the change affect what you do each day?
- 05What is working better than before, if anything?
- 06What is harder than before?
- 07Which tasks or responsibilities are you unsure about?
Feelings and concerns
- 08How are you feeling about the change right now?
- 09What worries you the most about it?
- 10What do you think your colleagues are saying about it?
- 11Is there anything about the change you are looking forward to?
Support and communication
- 12What information would help you most at this point?
- 13Do you have the training and tools you need to work in the new way?
- 14How do you prefer to be kept informed as things evolve?
Ideas and next steps
- 15What would you do differently if you were leading this change?
- 16What is one thing we could adjust quickly to make it easier?
- 17When should we talk again about how it is going?
Tips for a useful conversation
- Start by asking what the person understands: gaps in understanding explain more resistance than disagreement does.
- Separate the emotions from the facts and acknowledge the feelings before you explain or defend the decision.
- Be honest about what you do not know yet, instead of improvising answers.
- Note recurring concerns across conversations and feed them back to the project team.
- Come back to people when you have an answer to what they raised, even if the answer is no.
Mistakes to avoid
- Seeing every concern as resistance rather than as useful information about the change.
- Repeating the official message instead of listening to how it was received.
- Making promises about the future that you cannot guarantee.
- Holding a single check-in at the beginning and never returning to it.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.