Change Management: Tips to Reducing Resistance to Change in the Workplace

March 14, 2014 sarah Uncategorized

It is only natural for employees to show a certain degree of resistance when they’re asked to undergo change. Perhaps, the main reason for is that the fact that going through change is uncomfortable and will require employees to work, think, and act in a manner that is different from how they usually do things. Also, it is quite difficult for most employees to create a good, clear vision about their life at work after the change has been implemented, making them want to hold on to what is known rather than accept what is unknown.    

 

Moreover, change can make them feel very anxious and uncertain about many things at work. They can even lose their sense of security. Employees’ reaction to change may vary, depending on the type and immensity of the change, but undoubtedly, the reactions will more likely be great and unpredictable. Once change is carried out, all employees will be affected. Rarely does change leave someone unaffected. 

 

A number of employees will be happy to accept change, but even even your most cooperative and supportive people may dislike the thought of changing the way they work, especially when they’ve worked in a certain fashion for a significant span of time. 

 

When introducing a change to your team, do not do so with a mindset that the only thing you will experience is resistance, or that resistance will be so intense. Rather, perform this duty with the belief that your employees would be willing to give their complete support, and that they’ll cooperate hundred per cent.   

 

As you think and approach this challenge in such way, you could get positive results. You can significantly minimize the overall resistance to change or even totally change the minds of your employees about it. Another effective way to help them accept and adopt to the change and be cooperative is making them involved in the process of planning and implementation, as much as possible.     

 

Give everybody a chance to convey what they feel and think about the change and give input about it, during your meetings. Study the situation and your employees’ reaction, as conducting one-on-one meetings may be needed. However, this depends on how huge the change is and how many employees will be affected once change is carried out. For example, when the change would affect the whole company, the input of employees will likely be in terms of the implementation of the change on a departmental level, and not about whether to make change, in the first place. 

 

To learn more helpful strategies on handling resistance to organisational change, consider the well-developed change management training program Melbourne designed by VERVE POTENTIAL.