Change Management Guide: reducing Resistance to Change

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It is but natural for employees to demonstrate a certain degree of resistance when they are required to undergo change. May be, this is primarily because change is uncomfortable and would require employees to act, think, and work in a way that is different from how they do normally do things at work. Also, it is quite hard for many employees to develop a good and clear vision regarding their professional life after the change has been implemented, making them want to cling to what is known rather than welcome what is unknown.

Additionally, change can make them feel anxious and uncertain. They can even lose their sense of security. Employees? reaction to change can vary, but definitely, reactions would more likely be great and unpredictable. When change is carried out, everybody will be affected. Rarely does change leave an employee not affected in any way.

A number of employees will be happy to embrace change, but even the most supportive, cooperative employees may dislike the thought of changing the way they work, especially when they have worked in a certain way for quite a while.

When introducing a change to your employees, do not come with a mindset that the only thing you will experience is resistance, or that resistance will be so intense. Rather, accomplish this task with the belief that your employees would want to give their support, and that they?ll also give 100% cooperative.

As you think and approach the situation in this way, you could bring about positive outcomes. You can significantly lessen the overall resistance to change or even totally change the minds of your employees about it. Another effective way to help them welcome and adjust to the change and become cooperative getting them involved in the process of planning and implementation, whenever possible.

Give everyone a chance to express their feelings and thoughts about the change and give input about it, during your team meeting. Study the situation and the possible reaction you will get for your employees, as conducting one-on-one meetings may be needed. This depends, however, on how immense the change is and how many individuals will be affected once change is carried out. For example, when a change would impact the whole company, the their input would likely be in terms of the implementation of the change on a departmental level, not about whether to carry out a change, in the first place.

To learn more helpful techniques on managing change, consider the professional change management training program Melbourne designed by VERVE POTENTIAL.

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