This study examines employee empowerment and team-working in the management of change in some selected Nigeria organizations. Traditional command and control hierarchies, where higher management directs employee behaviour, are less appropriate in today’s business environment. Instead, employees must learn to take initiative, be creative, proactive and accept responsibility for their actions. The objectives of the study are to ascertain techniques for team empowerment in management of change and to find out if team empowerment holds good prospects for sustenance and viability. The research design adopted for this study was survey. The data used for this study were sourced from both secondary and primary sources of data. The data were analyzed using frequency tables, percentage and, mean. The hypotheses were tested using z-test. The study found out among others that technique for empowerment of teams includes changing management roles from supervisory to coaching, delegation and setting realizable goals. It was also identified that allowing employees to suggest and make procedural changes that make their jobs more efficient, companies benefit by saving money. Employee empowerment can lead to increased organizational responsiveness to issues and problems and an increase in productivity, which also lead to a greater degree of employee commitment to organizational goals. The researcher recommended that managers need to create clear guidelines for empowerment, or they may risk the possibility that the hierarchy within the organizational structure will break down, making it difficult for them to maintain control over their employees.