Through the historical development of change management theory, which begins with technological and economic progress after World War II, the importance of influencing employees as the main drivers of organizational change is emphasized. Numerous types of changes and models for managing this phenomenon indicate that scientists have a great interest in studying employee approach to achieve the desired outcome of change and move into a new state of organization. The process is complex, and therefore many theories about change management anchored on sociopsychological knowledge based on human behavior. Among them is the contribution of the German-American psychologist Lewin, whose theoretical and empirical foundations from the second half of the 20th century are sometimes upgraded and today find their place in the management of modern organizations. One of the elements that plays an important role in attitude formation and behavior management is organizational culture. It is a set of values without which today's organization cannot build successful change management or quality employee approach. As a side effect of globalization, the advancement of production, and the fight against increasingly strong competition, there are negative forms of human behavior caused by stress, which often lead to the emergence of resistance. Management must maintain employee stress and resistance at the optimum level acceptable to both the enterprise and the employee, aligning them with the needs of the organization and the requirements of the business environment. According to the aim of research on how change approach in company „X" affects employee behavior and whether teamwork can reduce stress and resistance, the empirical part defines continuous improvement as a change management approach and demonstrates its impact on increasing worker flexibility. Less resistance to change has been demonstrated, but greater change-related stress when working in a team than individually. Also, the results show that employee participation in decision making on organizational change increases motivation to work and contribute.