Organizational change is inevitable, whether it is driven by technological shifts or strategy pivots. However, successful workplace transformation is still surprisingly rare.
The research shows this. According to recent research from Gartner, only 32% of leaders were able to deliver their change initiative on time without negatively impacting engagement or performance.
At the same time, the 2026 SHRM State of the Workplace Report shows a disconnect between effort and impact. While nearly two-thirds of employees say their organization strives to understand workplace needs, more than 70% believe more could still be done.
The message is clear: organizations are trying, but something isn’t sticking.
Throughout it all, HR sits at the centre of how change is experienced. With influence across entire organizations, HR professionals are well positioned to shape communications and guide successful workplace transformations.
Here are four practical ways HR leaders can shape successful organizational transformations in 2026:
1. Pause First, Communicate Second
Too often, leaders rush to announce changes before understanding where people are at in their change journey. Remember, change isn’t one conversation, it’s many. Your employees are in different stages of change. Some are still asking, why do we need this? Others want clarity on what’s changing. And others are ready to focus on how to move forward.
In your HR role, advise your leaders to pause before sending out communications that feel rushed and impersonal. Help them identify the needs of their audience and tailor their communications to meet people where they’re at.
Remember, choose to have the right conversation at the right time instead of the easiest one.
2. Support Emotions With Transparency
With change often comes uncertainty and fear. It is important to address the emotional impact of change. In short, people need to be comfortable with the question: what does this mean for us?
As an HR professional, your role is to coach leaders to connect with empathy before jumping to solutions. So, focus on connection and transparency. Be honest about what is known and what isn’t. Acknowledge potential disruption.
By combining connection with transparent communication, leaders will, as a result, build trust and deepen team relationships.
3. Remember That Change Is Continuous
It’s easy to think – one and done. But successful workplace transformation requires more than one bold announcement. In fact, as HBR research shows, it’s important for organizations to have consistent repetition and reinforcement over time.
Employees need to hear the message more than once, and in different contexts, for it to be credible. Consider thinking when and how change messaging can be reinforced and what works best for your team. For example, in team meetings; in daily conversations; in one-on-ones. Remember to think beyond the bold launch moment and build credibility through consistent, clear messages.
4. Don’t Skip Out on Feedback
By now, we know that feedback is a gift. All feedback, even when it’s uncomfortable and hard-to-hear, is an opportunity for growth. Which is why, when maneuvering workplace change, the change process isn’t complete without listening and open dialogue.
As a matter of fact, both SHRM data and HBR research point to the same conclusion: employees are more engaged when they feel heard.
So, as HR leaders, it is important to incorporate feedback into the change process. Don’t leave it to the end. Don’t make it an afterthought. Instead, from start to finish, create a safe space for questions. Encourage dialogue. And most importantly, ensure leaders are equipped to listen without defensiveness.
Conclusion
As noted by Paul A. Argenti and colleagues in Harvard Business Review, “companies have a better chance at success if they focus on their people during transformation.” As HR leaders, you have the capacity to help your organizations manage change more efficiently – by learning to pause, connect, reinforce, and listen.
If you’re an HR professional that wants to brush up on your skills while earning SHRM PDCs, take a look at Cadence’s Leading Through Change course.
