The need for organizational change mainly arises from the failure of organizations to achieve their desired goals. Organizations are forced to make changes due to various external and internal factors that may affect their performance in a turbulent business environment. Organizational change can be defined by measuring the difference in the sizes and dimensions of a business entity over several time periods. Changes can vary depending on their pace and mode of development. Over time, a number of different change management models have been developed with the goal of making successful adapting to new situations easier and reducing employee resistance during change implementation. Readiness to change is an essential prerequisite for introducing change because it reduces potential employee resistance. Organizational learning is the process of improving action through understanding and knowledge. Some of the most important factors influencing the success of organizational change include: readiness for change and continuous learning of all members of the organization, constant planning, developed communication, process management and clear vision at all levels of the organization. The goal of this research was to determine the existence of an empirically provable link between organizational learning, readiness for change and the success of organizational change. Tests conducted on a sample of 43 employees of large companies in the Republic of Croatia confirmed the existence of a positive impact between each of the listed research subjects.