Why do employees resist change?

Given the volatility and continuous change in the market, businesses have to adapt and change in order to survive. Even knowing this, why do employees resist change? 

There are various reasons why employees resist change. It is important that when implementing change, you take your employees with you along the journey. In most cases, it is the fear of the unknown and most employees don’t know of a good way to handle it. In order for change to be implemented effectively, leaders’ do require good people management skills as well as an engaged workforce.

Having an understanding of why employees resist change and looking at what needs to be put into place to help them through the change process, is what will allow any change effort to be a success.

Expecting the resistance upfront and planning for it from the beginning by putting a change management programme in place and taking into account the reasons why employees will resist the change you want to implement will help you to manage the change more effectively.

Most people are used to having stability and routine in their lives, and anything that changes this, unsettles them. Before anyone is willing to implement the change, they want to see what the benefits would be for them and if it is worthwhile to undergo the change. Therefore, it is always important when communicating change that you start with what is in it for them – what are the benefits for them.

To be able to answer his question, place yourself in the shoes of your employees and ask yourself the question, if this was communicated to me, what would I do if I wasn’t afraid?

1. It is common these days, when people hear about change, the first thing they think about is cost-cutting which translates for them in job loss. Especially if you looking at implementing a system that you think might streamline a process for you, they might see it as the system replacing their job.

2. From experience, the main reason why a change initiative falls flat, is the way change is communicated. In your communication, it is important that you inform them of the why, what, how, when and who will be involved. Employees fear the unknown. The more information they have, the more they feel they are able to make informed decisions.

3. Besides fearing the unknown, they also fear loss of control. They no longer have control of what their outcome may be. Their routine is being upset. Hand in hand with this, doubt of their competence starts creeping in. They might start questioning whether they have the competencies to learn a new skill or even apply for a new role.

4. You will find that employees are in 2 groups – group 1, they believe that a change will harm and resist it, or group 2, who believe it can help them and embrace the change. Use these people as your change agents.

To mitigate the above, what can you do:

1. Put a change management programme together. 

2. Put a communication strategy together. Keep in mind to communicate the what, how, when and who.

3. Define what is in it for them. 

4. Paint a picture and take them along on the journey with you.

5. Schedule continuous communication, even if you don’t have much to share. They would rather want to know that than not hear anything at all.

6. During any change initiative, it is even more important that you are visible to your employees.

7. It is important that a support system is put in place – somewhere or someone employees feel they can go and speak to and know that what they share will be treated confidentially. It might be that you will have to bring in an external person to manage this process.

8. Identify change agents. Choose people from your employees that others trust to help you communicate the change and share the journey with them.

9. Show that you care. If the change you are wanting to implement, may result in job losses. What outplacement programme have you put in place for them. 

If you want to know more about how I can help you with your change management process, then call me on 07922532645 to arrange a discussion.

Visit my website at www.constantiaconsulting.com to complete a free HR Audit Questionnaire and get a free detailed feedback report.