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As Heraclitus once pointed out, change is the only constant. It is a fundamental reality of life which you cannot run away from. Change keeps life from getting monotonous. While resistance to change is common, no matter where you go, change will follow you around.
Since change is the one, true reality, it becomes important to accept it. Resistance to change leads to frustration and deep uneasiness. Acceptance helps you in making peace with change and live a more peaceful life.
While change is necessary, it does not come easily in organizational settings at times. Sometimes, workplaces fail to make changes that are important for their sustenance. There is often resistance to change seen in these places among employees. The firm can only tolerate a certain amount of forced change. Sometimes, people fear what lies ahead.
They do not know enough about the changes and how they affect them. At other times, they fear the loss of their job. If they sense that a particular decision will lead to them losing their position, they will be resistant to it.
We will explore more reasons for resistance to change and ways to overcome it in this article!
What is Resistance to Change?
Resistance to change is the denial of adapting to new ideas, processes, or shifts by an individual or organization. This is because our mind has already adapted to a particular way of carrying out things. For an organization, it might be a fixed process for carrying out tasks.
The main reason why resistance to change occurs is because we often adapt to a particular process and build a comfort zone around it. Now, when we are asked to leave this comfort zone, a natural response arises to seek stability over hustle.
Some common causes of resistance to change can include fear of the unknown, personal impacts, stepping out of the comfort zone, or attachments to existing methods. The effect of resistance to change is so great that we, as individuals or even organizations, do not realize the benefits of stepping out of it. Moreover, it is often the case that we know the benefits yet deny change.
Organizational vs Individual Resistance to Change
Resistance to change can impact both an individual and an organization. However, they both have their own characteristics and some slight differences when resisting change.
Organizational Resistance to Change
An organization might often resist change since it already has an ingrained structure for working and carrying out tasks. In such a case, adapting to a new framework (despite it being more beneficial) might be a difficult decision to make.
Additionally, old and successful organizations may resist change because of their successful history of working with old methods. While new changes might increase their success rates, an organization can be hesitant to adopt them.
Individual Resistance to Change
For an individual, resistance to change often occurs due to the fear of the unknown, where they are uncertain about the consequences and are also concerned about their job security or personal competence.
In addition to this, adapting to a particular habit of work and finding comfort in it is also among the prime reasons for resisting new changes.
Reasons for Resistance to Change
Resistance to change is a common thing in work settings. There are a number of reasons why people tend to be this way.
Fear of the unknown
Anyone may naturally fear something they are unfamiliar with. When your team doesn’t know enough about the changes you make, there’s bound to be confusion. This communication barrier leads to the fear of the unknown. There needs to be a clear exchange of ideas about any changes to curb resistance against it.
Loss of job security
Sometimes, changes can be so that they threaten the positions of some employees. With the technological revolution erasing jobs, this fear is valid. Naturally, job security concerns lead to resistance to change in workplaces.
Lack of control or input
Many times, decisions are made in the workplace without getting popular opinions. These decisions are often not representative of the employees. This leads to a lower satisfaction level with the proposed changes. This, in turn, causes resistance to change in the workplace. People feel as though they do not have a say in what happens. This can be a scary situation to be in.
Past experiences with change
Some people have had negative past experiences with change. These experiences could have been inside or outside the firm. This created a lack of trust in them for any changes that may occur. Handling organizational resistance to change involves building trust and equipping team members with team cohesion.
Misunderstanding or lack of information
There needs to be a clear discussion about changes and their impact. Supplying employees with trust in the decision-maker requires properly communicating intentions and actions. In the absence of this, misunderstanding creates a climate of mistrust and leads to change fatigue.
Strategies for Dealing with Resistance to Change
Although resistance to change in organizations and organizational culture is common, there are some things that can be done to deal with it. Resistance to change leads to decreased productivity and lower performance. This harms the organization and therefore, it is necessary to get past it.
1. Employee Resistance to Change
Employees resist changes for a number of reasons. It is important to help them feel calmer about it for the smooth functioning of the firm. Here are some ways in which you can do it.
Communicate Effectively
Giving all the details related to the changes is important to prevent resistance to change. You should take up all the concerns and questions of the employees. They must resolve this thoroughly so as to satisfy the workforce. This does away with the lack of trust in the management style and unclear expectations that employees may have.
Address Your Emotions
The first step to addressing your emotions is to acknowledge them. There are many resources available to support employees through the changes that take place. This also builds a positive environment which cuts down on resistance to change and change fatigue.
2. Management Resistance to Change
The management resists change due to the fear of not being able to deal with upset employees and the work environment. It is a natural fear to have since no one would want to deal with a chaotic workplace. It disrupts productivity and functioning in a number of ways.
The good news is that this can be helped. Here are some things that you can do about it.
Be Transparent
It is important to let your employees know about the changes in a transparent fashion. Tell them why these changes are important and exactly how you’ll implement them. Holding back any of this information will create a lack of trust and confusion among them.
Listen To Your Employees
Being open to listening to what your employees have to say is a game-changer! knowing their personal beliefs is important. You need to be empathetic in your approach and understand where they’re coming from. Only then can you build a supportive work environment where change is better implemented.
3. Organizational Resistance to Change
Create a Positive and Supportive Environment
Employees need to feel that their firm is there for them. There needs to be mutual trust and respect among people to develop a healthy work environment. When you offer them opportunities to grow and achieve more, positive conditions to work are created. They will have faith in you and will adjust to changes in the workplace better.
Involve Employees in the Process
When employees feel they’re a part of the change-making process, they are more open to changes. Encouraging them to participate in it, contribute ideas, and honor their efforts can go a long way!
Also Read: Valid Reasons for Job Change with Sample Answers
Accepting and Moving On
Changes are bound to happen in any organization. Without them, you cannot hope to move forward. Sometimes, these changes will be received well, and at other times, not so much. It is important to know that this resistance to change can be scary but is manageable.
A smart leader with a clear understanding of their employees’ needs and behavior will be able to navigate the organization through these tough waters. Removing any communication barriers and lack of trust is important for dealing with resistance to change. The management style has to be employee-focused to resolve this issue.
And for more career tips and useful information view our blogs on Life Skills.
Frequently Asked Questions
Resistance to change can be seen when people do not cooperate with the daily work of the firm. They may miss meetings and file complaints. They may express their negative feelings about the changes. There may be the spreading of negative rumors. People may also encourage their colleagues to not share crucial information with the authorities.
When people feel excluded due to the changes being made, they resist it.
1. They may not have enough awareness about the changes which urges them to resist.
2. When people do not trust their leaders, they are more likely to resist changes being made by them.
3. Sometimes, people have poor experiences with changes in the past. This may lead them to turn away from them.
4. People may resist changes if they feel as though they will threaten their job positions. Everybody wants to secure their jobs and anything that risks it will lead to resistance from them.
5. Changes bring uncertainty with them. This fear of the unknown is a big reason why people resist changes in organizations.
Resistance to change can be seen when people turn away from their work. There is a constant environment of disobedience. Employees refuse to attend any meetings. They do not meet their deadlines. All of this risks the success of the organization and can bring about its downfall.
One can reduce resistance to change by listening to your employees. Making them a part of the change-making process helps them feel included. This reduces resistance. A positive and supportive environment does not allow resistance to build.
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