Let’s face it – change is hard.

Even with the best intentions, a new system, and a clear vision, transformation can stall the moment it hits the real world. Why? Because change isn’t just about tech or timelines. It’s about people. And people need more than instructions and to be talked at, they need clarity, confidence, and connection.

At Rizing, we believe the difference between surviving change and thriving through it comes down to strategy, storytelling, and empathy. In this blog, you will explore the most common roadblocks that hold organizations back and the tried-and-true tactics that move teams from resistance to resilience.

The Change Problem: Why Most Transformations Fail

The data speaks volumes:

  • 70% of change initiatives fall short often due to misaligned leadership or confusing communication.
  • Just 34% deliver on their original goals.
  • 62% of employees actively resist change.
  • Only 26% feel well-informed during transitions.

These numbers tell us that change can’t be managed passively. It must be designed intentionally, communicated transparently, and supported actively at every step.

Why People Struggle With Change

Spoiler alert: It is not Laziness. Change disrupts our routines, challenges identity, and pokes at our need for stability. The reasons for resistance can run deep in your team members:

  • Fear of the unknown
  • Loss of control
  • Comfort in familiar workflows
  • Previous negative change experiences
  • Change fatigue from too many initiatives
  • Limited resources or support
  • Cultural and Social Pressures

You must remember reactions are normal and manageable. But only if leaders treat change as a human experience, not just a line item on there check list.

Strategies That Stick: What Actually Drives Adoption

Success doesn’t happen by accident. It happens when organizations build in shock absorbers-tools, trust, and touchpoints that soften the bumps and support people on the journey.

Here’s how we do it:

  1. Build a Smart Change Roadmap: Start with a structured plan that identifies stakeholders, risks, and key milestones. You wouldn’t launch software without specs. Why launch change without a map?
  2. Activate Leadership Champions: Change won’t land unless leadership lives it. Visible commitment from execs and frontline managers signals that the change is real and important.
  3. Design for the Human Experience: Meet people where they are. Align new systems to user needs, not just business goals. Build with empathy.
  4. Communicate Early, Often, and With Empathy: Executives often have months to digest a change before it reaches the wider team; don’t forget that others are just starting the journey. Create space for honest conversations through pulse checks, forums, and feedback loops. Two-way communication isn’t a nice-to-have, it’s how you build trust, surface concerns, and guide people through uncertainty together.
  5. Roll Out in Phases: Test, learn, and scale. Incremental implementation gives teams breathing room and reduces disruption.
  6. Train, Coach, Support and Involve People: Go beyond basic training by offering role-specific learning, real-life scenarios, and hands-on support. Involve employees early, gather feedback, let them test new processes, and co-create where possible. When leaders listen and employees feel part of the change, not just subject to it, adoption becomes much more meaningful and successful.
  7. Measure What Drives Momentum: Tracking metrics isn’t just about reporting success it’s about understanding where people are thriving and where they’re struggling. You need to go beyond surface-level data like logins and you need to capture meaningful adoption indicators: task completion, feedback trends, support tickets, and employees point of view. These insights let you course-correct in real time and celebrate progress that truly reflects impact.

Real Change Is a Team Sport

Change isn’t something you do TO people. It’s something you do WITH them. And when organizations bring people along for the ride – giving them voice, support, and a clear path forward. The results are powerful.

Ultimately, change is about growth. Growth in mindset. Growth in capability. Growth in what’s possible.

Rizing: Your Partner in Purposeful Change

At Rizing, we know that change isn’t just a milestone – it’s a movement. We help organizations navigate complex transformations with confidence, clarity, and care. Whether it’s launching a new SaaS platform, reimagining HR operations, or scaling digital initiatives, we bring:

  • Proven change frameworks
  • Deep industry expertise
  • People-first strategies
  • Tools that turn uncertainty into momentum

Let’s make change feel less like a disruption, and more like a breakthrough. Because when people are empowered, anything is possible.

Want Help Driving SaaS Adoption That Lasts?

Reach out to our team of change experts at Rizing. We’re ready to roll up our sleeves and help your organization move forward, faster, smarter, and together.