OUR CHANGE SERIES: How can organisations overcome resistance to change?

Change is constant. For some this is exciting. For others, it’s unwanted.

Workplace change ultimately impacts people and their behaviours. This means that for some, if not many, employees change can be perceived as negative. This can create resistance which can derail an implementation programme.

With the keystone to any change management strategy being the people involved, understanding them and communicating to them in a way that they will respond positively to will determine the outcome of a change management project. We look at this in more detail in our article on effectively communicating change in the workplace.

How can organisations overcome resistance to change? In this article, we define what ‘resistance’ is, understand how common it is for organisations to face change resistance, why it typically occurs and how to overcome it.

Change is inevitable in any organisation, but it’s often met with resistance. Employees may fear the unknown, feel unsupported, or simply dislike disruption to their routines.

One of the main roles for our change consultants is to mitigate resistance and ensure a smooth transition during a change programme.

However, not all resistance is created equal, so it’s important to understand why people are resistant, and tailor our approach. Below are six ways to do this.

Communicate early and often.

Keep employees informed throughout the entire process. This helps bring everyone along on the journey. It also educates, excites and helps to avoid surprises. Communication is key though (read our article on “How to effectively communicate change in the workplace”) and the right communication tools and channels must be used to explain the “why” behind the change, the goals – and the expected benefits.

Transparency is key.

Be open and transparent about the potential challenges and how the organisation plans to address them. This builds trust and reduces anxiety. Town Hall sessions, where employees can hear more about the project and ask questions, dedicated inboxes for employees to send concerns, requests or questions, an intranet hosting all the documents that provide information and frequent (e.g. weekly) newsletters all play a role in ensuring openness and an information-first project.

Gather input.

Ask for feedback from employees at all levels. This is a key way to ensure that people feel heard and included. Change is about people. Introducing it without any feedback can easily promote frustration and resistance. Showing you value their perspective is important for buy-in. This feedback can also identify potential roadblocks early on. So, create open channels for employees to voice their concerns, listen actively and address them honestly.

Participation breeds ownership.

Involve employees in shaping the change whenever possible. This can be through focus groups, surveys or assigning them as Change Champions who lead the change within their groups. Town Halls and demonstrations also help people feel involved.

Supportive leadership.

Make sure leadership shows active support. If senior management doesn’t visibly participate in the change programme, employees won’t feel they have to. Having strong leadership that actively sponsors the change – and leaders who are enthusiastic and engaged – will translate into inspired employees who are less reluctant to support the change taking place.

Help employees help you.

Provide training, resources, and support to help employees adapt to the new way of working. By considering every group carefully when developing a training programme – what is it they need to know and learn? What is the best format to share this? What about post-project; what resources or support is needed to maintain the change? – can reduce the resistance that could take place if you don’t.

By following these tactics, you can create a more positive and productive environment for change within your organisation and overcome resistance to it.

Change is a constant force in today’s workplace. New technologies, evolving customer demands and a competitive landscape all necessitate adaptation. However, with any change comes resistance from employees. This can stem from a variety of factors, so by understanding the root causes and employing effective strategies, we can help usher in change with greater ease and more success.

– Is your organisation embarking on a period of change? Do you want support in managing this change? Contact us at info@moveplangroup.com
– For further information about our change management programmes, visit our services page.