Change Management

With the right culture, tools and technology, Briggs Burton helps you create & deliver a truly inclusive workplace where your people can work, think and collaborate at their best.

What is Change Management

Change management is a structured, strategic approach to transitioning individuals, teams, and organizations from current states to desired future states. It involves planning, implementing, and guiding individuals through changes in processes, technologies, structures, or cultures within an organization. Change management aims to minimize resistance to change, maximize employee engagement, and ensure that the desired outcomes of the change initiative are achieved effectively and efficiently. This process typically involves communication, training, stakeholder engagement, and a systematic framework to facilitate successful adaptation to change.

Create Successful Transitions

Change Management speaks to changes in office culture, and how a company is adapting to a new role in the employees’ work engagement.

User Experience has become a critical differentiator in a successful office experience. User Experiences (UX) is a differentiator in results and speaks to employees who want the best of breed in their work environment. This UX helps to define the company culture, retain the best talent, and encourage employees to come into the physical office. Intentionally creating a truly effective, accessible, attractive, and engaging place to work requires the right balance between people, space and technology. 

Change Management is important because change can be disruptive and stressful. It can lead to uncertainty, anxiety, and resistance. Minimize these negative effects by providing a framework for understanding and managing change.

Change Management Services Include:
  • Return to Workplace
  • Organizational Change
  • Workplace Change
  • Using AI to understand your data

Creating a truly effective, accessible, attractive and engaging place to work requires the right balance between people, space and technology. Change Management can be challenging, but it is essential for successful transitions.

By following the principles of change management, you can help to ensure that your change initiative is successful.

Common elements of change management include:


Communicating effectively with stakeholders is essential for successful change management. This includes providing clear and concise information about the change, as well as listening to and addressing concerns.


Training people, managers and HR to comprehend remote employees and explore the potential of the new digital workspace is crucial. This training equips them with the understanding necessary to support remote teams effectively. Additionally, providing training sessions can empower individuals to acquire the skills and knowledge essential for adapting to change. This encompasses instruction on novel procedures, technologies, and evolving work methodologies.


Providing support to people during change can help them to cope with the uncertainty and stress that change can bring. This can include providing emotional support, as well as practical support such as help with training or troubleshooting.


Empowering people to take ownership of the change can help them to feel more involved and invested in the process. This can be done by giving people a voice in the decision-making process, as well as by providing them with the resources they need to be successful.

Our Process is Consistent.

Define, Design, Direct, Deliver


  • Conduct a Site assessment to identify areas of risk, opportunities, innovation, and improvements against the scope.
  • Gather insights, stakeholder feedback and budgetary opportunities.
  • Create the scope by incorporating all feedback, insights, objectives, and stakeholder engagement to create the recommendation for transformation.


  • Review lease obligations to ensure compliance with Landlord and end of lease requirements.
  • Ensure EHS is included where applicable, ensure safety is a priority on site and proper PPE is available.
  • Help in the selection of trades when necessary (General Contractor, Architect, FF&E, engineers) including permitting process if required.
  • Review design drawings and proposed changes to align with business objectives, capture synergies where ever possible.
  • Ensure alignment with budget, resources, and timeline.


  • Communicate consistent messaging through all phases of the project.
  • Identify expectations of team members and set agreed upon scheduling.
  • Communicate with key stakeholders with agreed upon reporting structure and budget input.
  • Create opportunities for stakeholders (employees) to ask questions such as Town Hall, or other venue to allow information sharing.
  • Assist vendors through process and support through procurement process.


  • Remain true to our commitment of exceeding customer service expectations.
  • Create documentation for owners.
  • Ensure tech solutioning, or new approaches to business are understood to maximize value.
  • Ensure project is closed out properly, facility maintenance understands new space.

Crucial Key Elements

Change management programs involve several key elements that are crucial for their success. Here are some of the key components:

  • Vision and Strategy: A clear and compelling vision outlining the reasons behind the change and the desired outcomes. The strategy delineates the steps to achieve that vision.
  • Leadership Support: Active, visible sponsorship and support from leaders within the organization. Leaders play a vital role in driving and championing change.
  • Stakeholder Engagement: Identifying and involving key stakeholders early in the process. Their buy-in and involvement are critical for successful implementation.
  • Communication Plan: A well-structured communication strategy that delivers consistent and timely messages about the change, addressing concerns, and keeping everyone informed.
  • Change Readiness Assessment: Evaluating the organization’s readiness for change, identifying potential challenges, and planning mitigation strategies.
  • Training and Development: Providing the necessary training and resources to equip employees with the skills required to adapt to the change.
  • Change Agents/Champions: Empowering and mobilizing individuals within the organization to act as change agents or champions. They support, encourage, and guide others through the change process.
  • Measurement and Feedback: Establishing key performance indicators (KPIs) to measure progress and success. Regular feedback loops allow for adjustments and improvements as needed.
  • Risk Management: Identifying potential risks and developing contingency plans to address unexpected challenges that may arise during the change process.
  • Sustainability and Reinforcement: Ensuring that the change becomes embedded in the organizational culture. Continuous reinforcement and recognition of the benefits of the change help sustain it in the long term.
  • Adaptability and Flexibility: Being open to adjustments and flexibility in the change process based on feedback and evolving circumstances.

Implementing these elements in a coordinated manner helps facilitate a smoother transition, illustrates transparency, and increases the likelihood of successful change adoption within an organization.

Get Started

We listen, we use our experience and create a bespoke Change Management plan specific to your corporate needs.