Why do we resist change?
There are five major reasons:
• Feelings of inadequacy - usually resistance is based more
on a lack of self confidence than a lack of ability.
• Threat to personal security - the most fundamental of human
needs - anything that threatens or is perceived a threat to our status
will be resisted.
• Fear of the unknown - management must alleviate fear by maintaining
good communications, and stop rumors.
• Lack of Trust - resistance may not be directed at the change
itself but those who introduce or implement the change. There is a
fear of hidden agendas by workers towards management.
• Inability to see the big picture - include employees from
the beginnning of the process. Employees need to understand why changes
are being made and what the changes should accomplish.
Help employees movethrough the transition
quickly
Resistance is a natural reaction to change. Involve employees in the
problem-solving and change process immediately to minimize conflict.
Deal with emotions openly and honestly. Listen and acknowledge concerns
and feelings that may exist. Don’t get drawn into arguments
over control issues. Explain the situtation, possible solutions, remove
fears and suspicions.
Use good communication skills Probe for understanding and restate
objections to verify your understanding of your employee concerns.
Ask open-ended questions in a calm and non-threatening manner.
Recognize resistance and work through concerns slowly. Pushing or
resorting to the use of management power will only add to their resistance
and lack of trust. Make sure that the organizational communications
are effectively operating in all directions - vertically (top-bottom
and bottom-top) and horizontally (department-department). Don’t
underestimate the power of a good rumor mill, just make sure the information
is correct.
