Abstract: Organizational change initiatives fail at alarming rates, often due to inadequate attention to human and capability dimensions. This article synthesizes evidence from 32 empirical studies examining employee experiences during organizational transitions. Change creates significant uncertainty that affects both organizational performance and individual wellbeing. However, organizations can mitigate negative effects through transparent communication, procedural justice, employee participation, capability development, and supportive leadership. The article presents evidence-based interventions demonstrated across healthcare, manufacturing, technology, and public sectors. Long-term success requires recalibrating psychological contracts, building adaptive capacity, and embedding continuous learning systems. By addressing both immediate transition challenges and foundational organizational capabilities, leaders can transform change from a source of disruption into a mechanism for sustainable competitive advantage.