Manage Resistors

There will always be employees who resist change. Understanding why they are resisting and how to manage them is essential. There are several different reasons why people resist change in the workplace. The primary reason is that they don't feel comfortable with the change or don’t completely understand it and what that means for them.

Typical reasons employees resist change are:

They feel like they're going to lose something in the change. If a new system is implemented and they don't feel uncomfortable using it, they might resist because they think it will make their job more difficult.
They feel their job or position is at risk because of the change.
It seems too disruptive. If employees are comfortable with the way things are and change is something new and requires effort, they will resist.

Some personalities are inclined to resist change and, in general, resist any changes, whether they be professional or personal. It's important to remember that not all resistance is bad. In some cases, it can be helpful. Employees who voice their concerns early on can help to improve the change management plan. When employees start to resist the change, it becomes a problem actively. There are several different ways to manage employees who are resisting change.

The first step is to try and understand why they're resisting. Once you know the reason, you can start to address their concerns.

Understanding resistance

If you can identify the root cause of the resistance, you will be able to manage it effectively. Once you know why someone is resisting, you can start to craft a plan to address their concerns. Be perceptive about employees who seem resistant or unenthusiastic about changes being made. Try to get resistors on board with the change and provide extra effort to help them understand the need for change. Once you've identified the resistors, you must nurture the relationships and bring them on board. Remember:

You need to identify the resistance's root cause to manage it effectively.
Resistors are important because they help to bring up concerns early on.
Resistors can help to improve the change management plan.
Addressing resistance early on is crucial for managing it effectively.
Resistors can become advocates for your project once they understand the need for change and why the future state is worth getting to.

Onboarding and Manage resistors

It's crucial to manage resistors effectively to ensure the success of a change management project. There are several different ways to do this, but one of the most important is to onboard and manage resistors effectively. Early resistors willing to embrace change and eventually understand the need for change can be the best advocates for your project. Sometimes, providing more information about the change is enough to quell resistance.

Some tips for onboarding and managing resistors include:

1. Identify and understand the reason for the resistance and be ready to:

Provide more information about the change,
Nurture relationships with resistors,
Address resistance early on.

2. Address specific concerns:

Let your resistors know that you want to hear and understand their position, early on and in a public forum.
Validate their feelings, thoughts, and perspectives. Encourage resistors to be part of the solution and get them involved in the change process where possible.
Thank them for their feedback and resistance to the proposed plan. By keeping the objective and strategic direction of the company you work together with the feedback to agree on the best future state of the company and why the change is necessary.

3. Change Implementation Plan

Once you've identified the resistors, you need to develop a plan to address their concerns. The Stakeholder Assessment is a component of the Change Implementation Plan and should include:

The reason for the change.
The goals of the change.
How the change will be implemented.
What employees need to do to prepare for the change.
Who will be responsible for each aspect of the change.
What resources are available to help employees through the change.
What support will be available after the change is made.

4. Communicate the Change Implementation Plan

Once you've developed the plan, you need to communicate it to all employees, including resistors. Make sure that everyone understands the plan and what their role will be in the change. Be sure to provide employees with the resources and support they need to successfully make the change. Manage the Communications.

5. Monitor the Change Process

Throughout the change initiative it's important to evaluate how it is progressing. This includes looking at how employees are handling the change and what could be improved or done differently time. It's important to ask employees for their feedback on the change and what they think of the process.

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