What Is the Kubler Ross Change Curve?<\/h2>\n
The Kubler Ross Change Curve is one of the most widely recognized management models for understanding the emotional responses people have to change. It helps us navigate what\u2019s really going on beneath the surface when a team is asked to do something new\u2014whether that\u2019s a tool, a workflow, or a complete system overhaul.<\/p>\n
The model is based on the five stages of grief<\/a>, introduced by Swiss American psychiatrist Elisabeth K\u00fcbler Ross in her work with terminally ill patients. Those stages\u2014denial, anger, bargaining, depression, and acceptance\u2014don\u2019t just apply to grief. They show up any time people lose something familiar, including how they\u2019ve always worked.<\/p>\n The change curve kubler ross model gives us a framework for understanding those emotions, so we can actually support our team members instead of just expecting them to adjust on command.<\/p>\n When you introduce change, even if it\u2019s clearly a good thing, some people are going to struggle. The change curve Kubler Ross model lets us meet people where they are emotionally, instead of expecting them to leap to productivity.<\/p>\n Think of it as a map. It doesn\u2019t predict how fast someone will move through it. But it gives us the lay of the land.<\/p>\n Let\u2019s break it down.<\/p>\n People in this stage might ignore the change entirely. You\u2019ll hear comments like:<\/p>\n The emotional response here is self-protection. It feels safer to pretend nothing is happening. Denial can look like silence in meetings, minimal engagement with training, or brushing off the need for new tools.<\/p>\n Make the change real, but not overwhelming. Communicate clearly and consistently. Highlight what\u2019s changing and what isn\u2019t. Show examples. Reinforce the message with interactive walkthroughs or short, in-app tips that meet them right in the flow of work.<\/p>\n Anger doesn\u2019t always show up as yelling. Sometimes it looks like sarcasm, eye-rolling, or passive resistance. Team members in this stage might say:<\/p>\n There\u2019s a sense of loss of control. And they\u2019re right\u2014something is changing without their permission.<\/p>\n Let them be mad. Don\u2019t argue. Just listen and acknowledge the emotional response. Provide safe spaces for feedback. And be consistent with your message. Empathy first, clarity second.<\/p>\n Stage 3 bargaining sounds like negotiation. People try to cling to the familiar while testing out the new. They might say:<\/p>\n They want to feel like they still have some say.<\/p>\n Offer controlled choices. Let them explore the new system at their pace. Give them options within the structure of change. This is where personalized onboarding and self-serve resources make a huge impact.<\/p>\n Now it sinks in. This is really happening. And it\u2019s exhausting.<\/p>\n This stage often shows up as:<\/p>\n Even confident people can feel stuck here.<\/p>\n Normalize the dip. Reassure them that struggling doesn\u2019t mean failure. Provide quick wins, visible progress, and low-effort help. In-app help tips or short video guides can make it easier to take the next step without asking for help out loud.<\/p>\n This is the final stage. They\u2019re not just okay with the change\u2014they\u2019re starting to make it their own.<\/p>\n You\u2019ll see:<\/p>\n Celebrate this shift. Encourage peer-to-peer support. Highlight their efforts. Show them how to keep growing within the new system. Make advanced resources available and keep reinforcing their progress.<\/p>\n Here\u2019s the reality: not everyone moves through the Kubler Ross Change Curve at the same speed. Some skip stages. Some linger. Some bounce back and forth.<\/p>\n We can\u2019t force people through the curve. But we can make sure they never feel abandoned on it.<\/p>\n That means designing support that adapts to each stage. If someone\u2019s in denial, they need visibility. If they\u2019re in depression, they need emotional safety. Our job is to understand the emotions and create space for them to move forward.<\/p>\n Supporting employees through change is not about pushing harder. It\u2019s about creating pathways.<\/p>\n Ask yourself:<\/p>\n Every interaction matters. Every point of friction adds emotional weight. And every ounce of clarity makes the journey a little easier.<\/p>\nApplying the Change Curve Kubler Ross Model to the Workplace<\/h2>\n
Stage 1: Denial \u2013 \u201cThis won\u2019t affect me.\u201d<\/h2>\n
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How you can support this stage<\/h3>\n
Stage 2: Anger \u2013 \u201cWhy is this happening?\u201d<\/h2>\n
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How you can support this stage<\/h3>\n
Stage 3: Bargaining \u2013 \u201cMaybe if I do this, things won\u2019t change.\u201d<\/h2>\n
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How you can support this stage<\/h3>\n
Stage 4: Depression \u2013 \u201cThis is too hard.\u201d<\/h2>\n
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How you can support this stage<\/h3>\n
Stage 5: Acceptance \u2013 \u201cLet\u2019s figure out how to make this work.\u201d<\/h2>\n
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How you can support this stage<\/h3>\n
The Emotional Journeys of Team Members<\/h2>\n
Supporting Employees Through the Change Curve<\/h2>\n
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How VisualSP Helps You Support Employees at Every Stage<\/h2>\n
![\"VisualSP](\"https:\/\/www.visualsp.com\/blog\/wp-content\/uploads\/2024\/07\/home-walkthroughs.png\")
<\/p>\n![\"Customizable](\"https:\/\/www.visualsp.com\/blog\/wp-content\/uploads\/2024\/07\/home-customizable-content.png\")
<\/p>\n![\"In-context](\"https:\/\/www.visualsp.com\/blog\/wp-content\/uploads\/2024\/07\/home-context-sensitive-support.png\")
<\/p>\n![\"\"](\"https:\/\/www.visualsp.com\/blog\/wp-content\/uploads\/2024\/07\/vic-increase-roi.png\")
<\/p>\n![\"VisualSP](\"https:\/\/www.visualsp.com\/blog\/wp-content\/uploads\/2024\/07\/home-compliance-issues.png\")
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