Kotter's 8-Step Change Model does a great job of building enthusiasm and understanding the need for change by building a checklist that serves as a guide. However, this top-down model neglects to include a stage that calls for employee feedback, so there is a risk that employee resistance will stall the process. For larger companies, it can work very well. But for smaller companies, in which feedback is critical and expected, you risk employee resentment and alienation. Pair it with other models that allow for employee feedback throughout the process