(To Ignore) Resistance is Futile

By hrs-admin / May 15, 2013 / Uncategorized No Comments

Please, take a seat.  I have something to tell you that might come as a surprise.  Are you sitting?  Good.  Here goes…

People don’t like change.

Big shocker, right?  And that doesn’t just apply to hairstyles or paint colors.  One of the biggest obstacles faced by many companies undergoing a change effort is employee resistance.  Simply put, resistance to organizational change is an effort to keep things the way they are; however, it can take many forms.  For instance, most employees will not outright refuse to go along with a change effort, but you may see those who claim:

• They have no time to make a change right now
• They believe the responsibility to make a change falls on someone else
• Those who feign confusion and ask the same questions over and over in an effort to avoid making a change
• Perhaps the most difficult to detect, those who seem to passively agree with everything you say, but then fail to put words into action.

Unfortunately, taking a “my way or the highway” approach to employees who resist change simply won’t cut it…so, how do you overcome it?

To begin, in order to overcome resistance, one must first understand the motivations behind it.  The primary motivations behind resistance to change are psychological.  We like to feel in-control and, when a change effort is underway, organizations are like construction zones:  chaotic and ever-evolving.  Employees may resist change for fear they may lose some of that precious control, which in organizations is synonymous with responsibility and authority.  Change also makes us feel vulnerable.  Employees have worked hard to maintain their status within the organizational political system.  Fear of getting hurt or losing status is a powerful motivator behind resistance.  Other motivations behind resistance are tied to organizational politics and employee relations.  Employees who have a “rocky” relationship with their manager and those who believe the change will have a negative impact on their work experience are far more likely to resist organizational change.

The best way to overcome resistance to change is to answer one question that all employees will no doubt be asking:  “What’s in it for me?”  The first step to answering this question is to involve employees throughout all phases of the change effort.  Employees who are involved in carrying out processes bring first-hand knowledge and a unique point of view to the table.  By including these employees in planning and carrying out the change effort, you are sure to enhance their acceptance of proposed changes.  The second step to answering the question is communication.  It is imperative that employees understand why change is necessary, what is expected of them during the transition period, and what they can do to facilitate change.  This can be relayed in many ways.  Sending out a memo is a good start; but, during times of organizational change, employees look for role models and performance feedback to ensure that they are on the right track.  Frequent communication helps to set a positive mood for the change effort, which goes a long way in harboring employee acceptance of change.

It is important to note that not all employee resistance is bad and, in fact, it is to be expected and encouraged.  Employees who do not resist change to at least some extent are apathetic and prone to group-think.  In order for organizations to evolve, employees must feel comfortable to express their concerns and provide their input.  After all, nothing would ever happen if we were all happy with the status quo!

If you are planning or are currently undergoing a change effort, please let us know how we can help!

---