Stage two of the change curve is reached once employees face up to the reality of the change, at this stage employees may experience fear and anger, some fears may be valid such as job losses following a take over, other fears of retrenchment may be unfounded. Employees may fear they will not be able to learn new skills needed or adapt to change within a culture. They may be angry if the change involves retrenchments will result in more work for those reamining and feel aggrieved for colleagues losing this jobs. Employees Resist the change, either actively or passively resulting in disruption. They may openly vent their anger or try to sabotage the change is less visibele ways, managers need to understand the reasons for resistance and can be mitigated. Managements need to continue to communicate with employees with empathy both to support them through this stage and to understand any barriers that may exist to an employee moving forward, where employees feel doubt or confusion, managers need to provide direction and minimise problems