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- Loss of control. Change interferes with autonomy and can make people feel that they’ve lost control over their territory. It’s not just political, as in who has the power.
- Excess uncertainty. If change feels like walking off a cliff blindfolded, then people will reject it. People will often prefer to remain mired in misery than to head toward an unknown.
- Surprise, surprise! Decisions imposed on people suddenly, with no time to get used to the idea or prepare for the consequences, are generally resisted.
- Everything seems different. Change is meant to bring something different, but how different? We are creatures of habit. Routines become automatic, but change jolts us into consciousness, sometimes in uncomfortable ways.
- Why Do Employees Resist Change?
- Why Do Managers Resist Change?
- How People Resist Change
- Learn Resistance Management
Although employee resistance has many causes, Prosci research reveals five primary reasons: 1. Lack of awarenessabout the reason for change 2. Change in job role 3. Fear of the unknown 4. Lack of support from or trust in leaders 5. Exclusion from change-related decisions
Prosci research participants identified five primary reasons managers resist change: 1. Organizational culture issues 2. Lack of awareness and knowledgeabout change 3. Lack of support and commitment for change management 4. Misalignment of project goals and personal incentives 5. Lack of confidence in their ability to manage change
How will you know resistance when you see it in your organization's people? Participants in Prosci's Managing Resistance to Change research studyshared numerous examples, including: 1. Lack of participation in the change – such as trying to outlast the change until it goes away, or attempts to be exempted from the change 2. Openly expressing negati...
Resistance is a top obstacle to successful change in every Prosci research study. Underestimatingor ignoring resistance is a common mistake that can make resistance worse. Similarly, not listening to and understanding the concerns of those impacted by change can lead to an ineffective one-size-fits-all approach that minimizes individual root causes...
- Tim Creasey
Aug 1, 2014 · Overcoming resistance to changes is often one of the biggest challenges for continuous improvement practitioners. In the first of a four-part series on managing change in the enterprise, Dr. Robert Swaim looks at the reasons organizations change and breaks change down in the six main areas of impact.
Feb 16, 2020 · Reduce resistance to change by letting people know why the change is occurring in terms of business objectives, and reassuring people as much as possible given the true implications of...
- Mistrust and lack of confidence. When employees don’t trust or feel confident in the person making the change, their resistance to it can be a huge barrier.
- Emotional responses. Changing the status quo is complex and people tend to react emotionally to disruptions to their routine. This is a natural and inevitable response.
- Lack of training and help resources. Resistance to change often emerge when employees feel unprepared to adapt and adopt new processes due to a lack of onboarding, upskill training, and end-user support resources to guide them through the initial learning curve and friction points in a new process, team structure, or software implementation.
- Fear of failure. People won’t support a change if they’re not confident in their abilities to adapt to it. When people feel threatened by their shortcomings (real or imagined), they protect themselves from failure by resisting the change.
Nov 10, 2021 · By consciously examining how you approach change, you can adopt these strategies to move toward a more change-ready mindset, and welcome change as an opportunity.
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Nov 26, 2012 · Prior to making changes that will affect others, it’s important for managers to carefully think through: 1) what the specific changes include, 2) who the changes will impact, 3) how it will...
