Change management is a complex process comprised of multiple stages and steps which demand careful planning. Planning change includes a series of activities which need to be strategically designed, and one of the key management tools for successful implementation of these necessary activities is communication. Planned, timely and two-way communication, in addition to the involvement of employees in the decision-making processes regarding implementation of change, is the foundation of successful change management. The goal of this thesis was to ascertain the role and importance of communication during the process of change management. The objectives of the research were to assess the opinions of respondents in two organizations on the role and importance of communication during the process of change, the importance of planning stages in the change process, the role of evaluation in the process, as well as the role of feedback in communication between two groups of respondents, both managers and employees. Furthermore, the research seeks to examine what kind of organizational culture is necessary to develop in order to successfully conduct organizational changes. The research was carried out by means of interview, which was sent to the respondents via e-mail. The research sample was composed of eight people, which included employees and managers of two organizations. The research results indicate that respondents believe communication has a crucial role in reducing resistance to changes, and consequently leads to successful implementation of changes. Moreover, it was established that feedback is of great importance for the motivation of employees, who should be informed and educated about the planned changes, and thus included in the decision-making process of implementing change. It was also established that organizational culture and its values influence the attitude towards change. Therefore, in order for a business to maintain sustainability, organizations are advised to be open towards change, and that the people in charge of an organization hold a view that organizational change is not only a chance for business growth, but for personal one as well.