Introduction An organisational approach that ensures transformation of teams, individuals, and organisations to ensure sustained efforts towards the accomplishment of particular goals is termed change management. Processes that are involved in change management must be consistent to guarantee long-term results that are fruitful. Change management is implemented due to the current innovation and improvement in technology that is required for various business entities. Technology significantly influences change in management due to the urge to incorporate innovations in the operational environment to improve production efficiency. The pace of innovation amidst various competitive factors results in the creation of a need to improve the features and techniques that heighten the production with minimal costs. As a result, many companies opt to adapt the competitive market due to change management. Communication is a critical aspect of change management that is driven by technological advancement. Communication channels that are implemented in the organisational system significantly influence most interdepartmental collaborations and the creation of powerful teams. This article elaborates the critical success factors in change management with a view of providing an insight into the role of efficient communication in modern organisations. Critical Success Factors for Change Management Critical success factors (CSF) are the activities or elements that are implemented in the organisation to ensure that stipulated objectives or missions are accomplished (Hong & Kim 2002). Most business enterprises have been implementing various success factors to improve change management approaches. Such factors include the purpose for change, efficient leadership, implementing powerful engagement processes, engaging committed sponsors in the business, improvement of personal connections, performance sustainability, sharing vision, and efficient communication (Hong & Kim 2002). Sharing Change Purpose The leaders of an organisation must ensure that the needs for change and purpose are communicated to the staff, stakeholders, and investors among others. The managers should embrace motivation among the employees and other people to buy-in their idea that should sway their attention towards commitment in the change process (Yew 2005). Change Leadership that is Powerful The top management must ensure that robust networks exist among the change leaders to accomplish the change management process efficiently. The change process must be driven under the leadership of a CEO, who must set priorities, define the organisation’s vision, and avail the resources that are required for sustained achievement (Yew 2005). Therefore, the top management and leadership system must agree on various change techniques that are to be implemented. The two elements must work together towards accomplishment of the defined objectives and vision (Yew 2005). Embracing Engagement Managers should engage people in proper communication to ensure the provision of accurate information on the change plans. The managers should play a critical role in motivating employees by improving their skills through on-job training and seminars among others (Yew 2005). Encourage Sponsors Top leaders, front-line, and middle managers should embrace the idea of including sponsors in the change management process. The sponsors must be in contact with various management levels, especially the front-line and middle managers who play a critical role in ensuring proper engagement and commitment to change management techniques (Yew 2005). Sponsors also help th