1.They don’t know why the change is happening - if an employee does not understand why a change is happening and how it could be important for the organization as a whole they will often not accept or be resistant to the change. By making and communicating out a “case for change” employees can understand why the change is needed.
2.They don’t think that the “rewards” outweigh the “cost” - often people like to stay in their comfort zone. They want to keep doing what they are used to doing unless the benefits of the change can be made for them. With the case for change, leaders need to clearly state the benefits of the change and why the new change will be better than the old one. Then employees will begin to feel more comfortable with the change process.
3.There is not enough clarity around the change - often when there is change information is not provided as frequently or as well as is necessary. Openness and transparency are important when going through a change process. It is imperative to share information down from the leadership on why, when, and how the change is happening and keep employees informed about the progress of the change.
4.They don’t feel part of the change - If employees are not asked for feedback as part of the change process then they don’t feel part of the change, which can lead to resistance. Feedback is an integral pat in of creating buy-in and having employees feel like their input and feelings are being heard and integrated into the change process.
5.Past change efforts have failed - some employees can feel like this effort will be just like the others and therefore are not supportive of it. Communicating why this one is different and why and how it will be successful will go a long way to reassuring people as well as showing “wins” during the implementation time frame.
Are you seeing any of these behaviors exhibited from your employees during change efforts? What have you done to alleviate resistance to change in your organization?