The aim of this final paper was to analyze the acceptance of change in organizations by employees. The theoretical part of the paper explains the concepts of change management, and the second part of the paper presents the results of an online survey conducted among 51 respondents. The way change is managed affects the things that matter most in an organization, including employees, customers, and profitability. As organizations face faster and more complex change than ever before, the reasons for managing change are only growing. The analysis of the survey showed that the respondents do not have a problem with accepting the changes and that they are investing their efforts in their implementation. But the problem arises in the lack of communication where the management of the company does not question the opinions of employees about the changes. Open and transparent communication can solve much of the problem of accepting change in an organization. Employee resistance is a psychological and emotional reaction that results from a wide range of factors such as insecurity, shock, unpreparedness. Managing change resistance is in the domain of management. Management that manages change must be focused on employees to make such situations less stressful for them.