Most people resist change, whether it's the result of a company merger, a promotion, or a new company culture. Often, people are not involved in the decisions that are made, so they feel betrayed, threatened, or targeted by the change. Fortunately, transparency and communication are powerful countermeasures to change resistance. Interestingly, most respondents cite organizational culture as a primary source of resistance to change, and they report that risk-averse cultures, mistrust between departments, and reporting levels, and a lack of leadership sponsorship are all common.
The science of psychology is still not able to explain this phenomenon, but it is a key component of organizational change. Research has shown that different people react to different things differently and resist change for different reasons. Despite what you may think, change resistance is inevitable and should be taken into account. However, it is important to remember that change resistance is a normal part of organizational life, and there are many variables to consider when evaluating change.
While some types of change are inevitable, others can be unavoidable. Change can be painful, but people often welcome it if it's beneficial to their lives. Typically, people accept change when it's accompanied by clear transition assistance. While leaders cannot make people agree with change, they can minimize the discomfort. To minimize the impact of change, leaders must diagnose the reasons for the opposition. In addition, they can solicit feedback from colleagues and co-workers to determine the best ways to make changes more acceptable.
The main reason people resist change is that they believe the new system they're being forced to learn will negatively impact their performance. Some people consider the change as a threat to their careers, and they may be skeptical about the future. They may even view it as a threat, which makes it even more challenging to get them to accept the change. Ultimately, the changes may not be what they perceive them to be, so it's a matter of changing the way you think.
Despite the obvious reasons for resistance to change, there are several approaches to reducing or eliminating it. Providing staff engagement and information, explaining the benefits of change, and learning from research can all help mitigate or eliminate change-related resistance. Moreover, resistance to change can negatively impact the performance and demoralise staff. When it is not managed well, it can lead to turf wars, reducing morale, and even creating demoralisation in the workplace.
Understanding why people resist change is essential for making changes that will increase employee productivity. You might be surprised to learn that some people resist change because they're not convinced of your great idea. However, these people are the ones who can give you valuable feedback and help you improve. Therefore, instead of trying to implement a radical change, try implementing a change management plan that incorporates incremental improvements. That way, you can ensure that the changes will stick and be implemented smoothly.