Electoral change management requirements will depend on the extent of the reform and the specific electoral processes involved. Changes to the model of the EMB - for example from a Governmental Model to an Independent Model – require particularly careful planning to ensure a smooth transition and retention of skills and institutional memory. It is crucial that changes to electoral structures and frameworks are agreed sufficiently before electoral events to allow preparation of new materials and effective implementation of training.

Especially where the process of change applies to the nature, or structure and staff of an EMB, it is essential to appoint a skilled manager and communicator to oversee and implement the changes. Changing organisational structures and individual roles within structures will inevitably create tension. Transparency, honesty, serious consultation, communication, and adequate forewarning are essential in managing personnel through electoral change. Timing is also critical. An EMB’s staff have skills and knowledge that may be difficult to replace, especially close to an election date. The involvement of members of the EMB in change management demonstrates the EMB’s commitment to reforms.

The implementation of reforms relating to election technical processes may require the help of experts who specialize in particular technical areas. In implementing technical reforms, the EMB needs to be careful that the new procedural and system specifications are correct and have been correctly implemented. Thorough development review processes and pre-implementation testing are essential. The change management process also needs to include measurable indicators to evaluate the implementation of the electoral reforms, and clear responsibilities for reporting on indicators and for acting to improve performance if any indicator is not achieved.