“If we do not change direction, we are liable to end up where we are headed” (Whitmore, 2006)
In my experience I’ve seen resistance, I’ve been resistant…….it always manifests with two forces at play, pain and pleasure and not much in between, except all the collisions between getting on board and getting off the boat.
We all know that resistance may be a sign of a loss, not enough information, lack readiness for change, therefore allow more time.
Two reasons for employee resistance, well there are more than 2, but they can be summarised here.
- A lack of awareness about the change
- Comfort with the ways things are and fear of the unknown.
Change is difficult…. Whenever we change one type of behaviour or situation to another we are losing something as well as gaining.
My research shows this loss can be difficult to cope with, no matter how unhelpful or productive the behaviour we are leaving behind. In order to sustain real and lasting change in the workplace we need to change our thoughts, feelings and behaviour. That is the challenge and resistance may be a symptom of it. Good news…there is a treatment for most anyway.
12 Reasons why employees resist change, in case you forgot
- Past experience of change management failure
- Lack of leadership
- The individual's personal predisposition to change
- Surprise and fear of the unknown
- Climate of mistrust
- Fear of failure
- Loss of status and/or job security
- Peer pressure
- Disruption of cultural traditions and/or group relationships.
- Personality conflicts
- Lack of tact and/or poor timing
- Not seeing the benefits
10 Tips to Manage Resistance
I’ll get to the point, as I know that you are eager to know the tips to managing team resistance.
- Do change management right the first time
- Expect it and plan for it
- Address it formally and informally
- Identify the root causes and remove, transfer or accept them
- Engage the “right” resistance managers
- Accept and understand it's about information, do not make it personal
- Engage on matters of importance and significance to them and you
- Make a change management plan, don’t make it up as you go
- Engage the right leaders
- Understand and prepare that people go through phases of change and resistance
BIG POINT, don’t label people resistant, you may not have provided them with enough information…..
Inspiring People, Inspiring Business, Inspiring Results
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