Driving Change Success: Key Insights from Research
New data shows that communication quality and leadership visibility are essential for successful change management.
Amidst unprecedented transformations fueled by technological advancements and disruption, recent research reveals that organizations are nearing a crucial juncture, poised to undergo more change than employees can handle. A national survey conducted by The Grossman Group, a premier internal change communications consultancy, and facilitated by The Harris Poll, identifies vital factors influencing successful change initiatives and highlights the costs tied to missteps.
Importance of Communication in Change
Two significant surveys gathered insights from employees and leaders regarding enterprise change. The first, conducted in the summer of 2025, targeted 905 full-time employees (aged 18 and older) within U.S. for-profit organizations. Meanwhile, the second survey, undertaken in two phases during the same period, focused on 256 business leaders (VP level and above) in charge of teams within the same sector.
Understanding the Gap Between Leaders and Employees
Findings suggest a stark contrast in perceptions; although a majority of business leaders concur that effective communication is pivotal for successful change, many organizations struggle to execute this effectively. Consequently, employees may feel overwhelmed, unclear, or disengaged.
As Kyle Dierking, the Head of Client Service at The Grossman Group, states, "Organizations are at a tipping point where the velocity of change could outpace employees' ability to adapt. The victor organizations will be those where leaders and communicators collaborate, strategically managing the pace of change and ensuring effective communication that resonates with employees."
Key Findings of the Study
Insights from The Grossman Group and The Harris Poll's 2025 Enterprise Change Study:
- Organizations Face a Change Tipping Point. Most employees report they can manage 1-2 significant changes annually, but over half of business leaders anticipate executing three or more over the next two years.
- AI as the Central Change Driver. The research indicates that AI is responsible for one-third of today's strategic and operational changes. Additionally, 83% of leaders foresee AI playing a crucial role in future transformations, with one in four acknowledging it as the most challenging change to implement.
- Cost of Change Failures. Alarmingly, one in four major change initiatives fails, leading to adverse effects such as employee burnout, dissatisfaction, and increased turnover, particularly when communication and feedback channels are lacking.
- Communication's Impact on Success. Organizations with effective communication are three times more likely to succeed in change initiatives when employees are fully engaged. Moreover, clear and credible communication can double success rates.
- Visibility of Leadership is Crucial. The study revealed that organizations without visible leadership face a 5.5 times higher likelihood of failure due to ineffective communication strategies. Intriguingly, one in four employees feel their leaders do not communicate changes effectively, highlighting a significant perception gap that needs to be addressed.
- Cultural Changes and Layoffs: High-Risk Areas. The research showed that culture change and layoffs are among the least successful types of change, especially when leaders lack the skills to communicate them effectively.
Dierking emphasizes that moving forward, organizations that excel will be those that approach change as a strategic capability. Through purposeful planning, proactive management, and meaningful employee engagement, successful organizations can mitigate risks while fostering improved performance and deeper employee commitment leading to lasting business success.
Access to the Comprehensive Report
The complete Enterprise Change Study report, titled "The Change Tipping Point: How to Win at Managing Increasing Change Amid Extraordinary Technology, Transformation, and Turbulence," is now available. This report aims to empower executive leaders and communicators with actionable insights and research-backed strategies to lead major transformation initiatives more effectively.
About The Grossman Group
The Grossman Group is a recognized change communications consultancy, honored as the Agency of the Year in 2025, that specializes in organizational consulting, strategic leadership development, and internal communication. As a certified diversity supplier, they collaborate closely with numerous Fortune 500 companies and other entities, including Forbes Mazars, Grubhub, Lockheed Martin, Newmont, Stanley Black & Decker, and the Smithsonian Institute.
About The Harris Poll
The Harris Poll operates as a global public opinion, analytics, and market research consultancy committed to revealing the authentic values of society. By converting shifting social sentiments into competitive advantages, they provide advisory services across various sectors for world leaders, CEOs, and business decision-makers, enhancing their strategic insights with modern analytics and real-time software solutions.
Contact for Media Inquiries:
Kayla Ellsworth
The Grossman Group
312.927.4588
Frequently Asked Questions
What is the key finding of the study conducted?
The study reveals that effective communication and visible leadership are crucial for successful change management.
How many employees participated in the survey?
A total of 905 full-time employees participated in the survey conducted about enterprise change.
What challenges do organizations face when implementing change?
Many organizations struggle with communication, leading to employee confusion and disengagement during periods of significant change.
What role does AI play in organizational change?
AI is driving many strategic transformations, with a significant number of leaders finding it one of the most challenging changes to implement.
How can organizations improve change success rates?
Organizations can enhance their success rates by fostering clearer communication channels and ensuring employee engagement throughout the change process.
