Change Readiness
Helps you understand how clear an upcoming change is to people and what support they need to move through it with less strain.
- Sections
- 6
- Questions
- 15
- Who to ask
- An employee or manager affected by a specific change
answers hidden · summary from 5 responses
When to run it
You are planning to introduce new processes, tools, or change the structure, but you fear resistance. Or perhaps a transformation is already underway but is stalling. This survey will help assess whether people understand the core of the changes, are ready to support them, and have the knowledge and skills to work the new way.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Awareness
- Understanding of the reasons, goals, and personal context of the change.
- Desire to participate
- Personal readiness to support the change, based on benefit, relevance, and trust.
- Knowledge
- Understanding of new rules, processes, roles, and sources of help.
- Ability to apply
- Shows whether the team can actually work the new way in real conditions: with the necessary practice, resources, time, and support.
- Reinforcement
- Shows whether the new behavior is sustained after launch, and whether old practices stop being more advantageous than the new ones.
- AI readiness
- Understanding of AI's role, rules, risks, and practical applicability within the current change.
What the questions look like
Below are real questions from this survey, one from each section.
-
I understand why the organization is launching this change and what outcome it expects from it.
- What it checks
- Check whether the respondent understands the reasons for the change and its expected outcome, without conflating this signal with agreement, motivation, knowledge, or practical readiness.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What exactly remains unclear about the reasons or goals of the change?
-
I see the real benefit this change could bring to my work or my team's results.
- What it checks
- Check whether the respondent sees a work-related or team benefit from the change, without conflating this signal with loyalty, trust in management, knowledge of details, or willingness to actively participate.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- Why does this change not currently look useful for your work or your team?
-
It is clear to me exactly what is expected of me in my role after this change.
- What it checks
- Check whether the respondent knows which new actions, rules, or decisions apply specifically to their work after the change, without conflating this signal with motivation, resources, or practical skill.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- Which expectations for your role currently remain unclear?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will show the level of awareness about the changes, people’s actual desire to participate in them, as well as an assessment of their knowledge, ability to apply new skills in practice, and reinforcement of new habits. A separate scale shows readiness to use AI.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
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Full catalog →Launch “Change Readiness” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.