When faced with change of any kind, most individuals will naturally tend to resist the change. Whether this change is at one’s home, or in the community and more so in the workplace, change brings forth the unknown. Change forces us out of our comfort zone and into something new, often unfamiliar. We do not know what to expect, and we anticipate multiple forms of hardship and struggles as we leave our comfort zone.

Leaders should not be surprised to face resistance to change in their organisation. In fact, a good leaders should anticipate resistance and pre-emptively assess the potential level of resistance as part of their risk management. A mitigation plan should be developed to mitigate the anticipated resistance to change. However, it is should be noted, that resistance can never be totally eradicated.

The key reasons why employees resist change include:

  1. Incompetence for new work
  2. Perception of more work
  3. Fear of job loss
  4. Changes of routine
  5. Fear of unknown
  6. Unhealthy Communication
  7. Perceived loss of organisation position
  8. Mistrust of Management

Before implementing changes, it’s important for leaders to carefully think through the following:

  1. What are the various components of the change,
  2. Which employees will the changes impact,
  3. How employees will be impacted, and
  4. How will employees react.

Knowing this information makes it easier to create a mitigation plan to address resistance to change.

 

We at ChangeDynamics ( http://www.changedynamics.biz ) have been helping clients to manage resistance to change within their large complex projects. If your organisation is about to embark on a Transformational Change, please contact us to learn how you can assess the potential resistance to change and mitigate it early on. We are happy to have a no commitment discussion to exchange ideas that may help your organisation.