Whatfix is 

a SaaS based platform which provides in-app guidance and performance support for web
applications and software products. Whatfix helps companies to create interactive walkthroughs that
appear within web applications. Whatfix has offices in San Jose, California and Bengaluru, India.
Key people: Khadim Batti (CEO), Vara Kumar ...
Headquarters: San Jose, California and Beng...
Number of employees: 500-1000
Founded: 2014
Change Management Plan Templates
• These change management plan templates will help you create that
blueprint. To build a strong foundation for your change, fill each
template with as much detail as possible. 
7 Useful Change Management Plan
Templates
• 1.
• This change proposal template includes:
• Proposed Change – What will change? This should be a brief explanation of the proposed change. Make sure to address not only
what will change but also who it will affect and when it will take place.
• Reason for Change – Why should this change happen? When explaining the reason for the change, be specific. Explain exactly why
the change is necessary. Remember, you need to fully justify the need for the change. Use this section to address anticipated
concerns and/or resistance to drive home the ‘why’ for this change.
• Intended Outcome(s) – What would the be specific outcome of a successful change? Consider results such as reduced labor costs,
improved employee experience, increased productivity, etc. depending on the change situation and sometimes the executives
involved.
• Estimated Duration – How long will it take? Provide an estimate of how much time will be required to implement and solidify the
proposed change. Be sure to include the time related to planning for the change, communicating the change to those affected by it,
and transition periods.
• Estimated Costs – How much will the change implementation cost? Calculate the estimated total costs associated with the change.
Costs to consider include things such as labor, additional staffing needs, technology, and outside consultation.
• Additional Factors to Consider – What other areas of the company might this change affect? Anything of note that is not covered
by the previous categories belongs in this section. For example, if the proposed change involves hiring new talent, the
organizational chart may need to be updated, and shifts to the organizational hierarchy could affect employee morale.
2
• This change leaders template includes:
• Change Leaders – Who will be your biggest advocate for the change? Change leaders need to be influential people
within your organization who can help you convey both the reason for the change and how it will be implemented.
Choose great communicators. Remember, change management communication can be the deciding factor between
change adoption and change failure. Most importantly, leaders need to be able to provide ongoing support
throughout the transition.
• Reason for Involvement – Why should this person be a change leader? Consider how they will support the change.
For example, if you plan to introduce new software, the head of the IT department might be a designated change
leader. On the other hand, if you are restructuring internal teams, look for leaders within the HR department.
• Key Responsibilities – What is their role with regards to the change? Responsibilities might include providing
training on new tools, setting up meetings to gather feedback on the implementation process, or monitoring how
the change affects different aspects of the organization. Play to their strengths. Moreover, consider who each
change leader will be working with directly.
• Related People – Who will work with each change leader? Keep in mind that people react better to change when
they hear about it from their direct supervisor. Employees need to feel connected to the change. By pointing
employees to their direct change leader, you ensure that they feel heard.
3
• The change management communications plan template includes:
• Change Management Model(s) – Which change management model or combination of models will be used to implement the change? The
model(s) you choose will influence your communication strategy. For example, the Nudge Theory depends heavily on suggestive communication,
nudging your employees towards the desired result. The Kübler-Ross Change Curve, on the other hand, addresses the people affected head-on and
prepares you for emotional reactions to change.
• Change Leaders – Who will communicate the change? Refer to your Change Leaders template to fill in this section.
• Events or Actions That Require Communication – What needs to be communicated? Initial announcements, pieces of training, meetings,
deadlines? Be ready to add action plans as needed. Planning is helpful, but adjusting your strategy along the way is imperative.
• Date Of Communication – When will it happen? This section is especially useful for gradual transitions that require a ramp-up period. Use this to
map out key events that will call for communication.
• Change Leader(s) in Charge of Communication – Who is responsible for the communication? Choose your change leaders based on their skill set
and relationship to those receiving the communication. For instance, the CEO might announce the change to the entire company, while the Director
of Marketing would talk to their department about how the change will affect them specifically.
• Audience – Who is the target audience? Design your communication to answer questions, like What’s in it for me? (WIIFM) and What does it mean
to me? (WDIMTM), for your intended audience.
• Reason for Communication – Why is it necessary? You should know the desired outcome of each conversation before you initiate it. For example, a
training event is designed to teach the audience something, while a meeting might be scheduled so that change leaders can listen to employee
feedback.
• Method of Communication – How will it be communicated? Use multiple channels for communications, such as video demonstrations, small team
meetings, and internal chats. People like to receive information in different ways, so it’s beneficial to use a variety of communication methods.