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Changes in the organization are inevitable. Changes can be planned or unplanned, the need for their implementation can arise spontaneously. The aim of making changes in the organization is dissatisfaction with the existing state of affairs, indicators of its activity. Most changes are planned by the organization, some changes are carried out urgently, and some can be delayed. A crisis is an important indicator that always determines the need for changes. Changes caused by the crisis conditions of business operation need to be implemented as soon as possible. Postponing the implementation of changes in crisis conditions for a significant period of time negatively affects the indicators of the organization's activity and operational processes. Apart from the theoretical definition of change management this paper aims to define an effective change management mechanism in crisis conditions.
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