The role of the manager is to manage the human and material resources of his department to produce the goods or services. He must be involved in the planning of activities and budgets, the hiring and development of his team, the organization of work taking into account the management of priorities, the management of transitions during changes and administrative follow-up both human and material.

The role of the manager during transitions is decisive. It makes all the difference between success and failure. The project team must make every effort to inform and equip managers so that they can do their job. Change management responsibilities are numerous for managers.

Managers make sure to adapt the technical aspects of the change for their team. They also manage the human dimension of transformations to effectively implement change by generating all the activities to facilitate the transition. They support and accompany their subordinates to ensure their progress towards the future situation. In fact, their support and availability foster acceptance and buy-in and influence employees to take charge of change.

They support the project and promote it in their team. They mobilize their team members to participate in the project and embrace change. They also assign their resources as needed. If required, they participate in the pilot of the project and training. They advocate two-way communication and participate, both with their employees and with the project team. They are responsible for keeping abreast of changes, making regular inquiries to fulfill their role and ensuring that their team has access to all the necessary information.

They answer questions from team members and manage their concerns. They inform their subordinates about changes to the organizational structure. If required, they review with them the roles and responsibilities. They ensure that each person receives all the information necessary to understand the context before attending a workshop or training on processes, procedures or tools. They encourage the participation of their employees in planned change management activities, among other things, by freeing up the time needed and asking for feedback on activities. During and after the transition, they will coach both behaviors and tasks to reinforce change adoption and ensure long-term success.

They pass on to the project team the successes, problems and needs in terms of equipment and support. By keeping informed, they follow the operational issues and if necessary, participate in their resolution. They participate in the operationalization of new performance indicators and also ensure the procedures updates. They adjust goals and measures as needed in performance evaluations. When required, they see at the adjustment of working conditions. Finally, they introduce controls to monitor the quality and continuity of change.