Change, irrespective of the sector, industry, experience, employees, etc. is sometimes tough to achieve. In many organizations today, transformational change is the least understood, as well as the most difficult type to execute. Although the change may be well planned, communicated and implemented, most times there will be some level of resistance. One must remember that change interferes with the culture, behavior, and mindset of employees and as such, to implement change successfully, you have to manage resistance.
Resistance to Change
Change is sometimes necessary and inevitable, unfortunately, though, employees sometimes view change as a direct attack on their performance or an unnecessary whim of management. In most cases, resistance arises from threats to traditional norms and ways of doing things, and as a result, it is a basic tenet of human behavior to resist any change.
I can clearly remember my first major change experience, it was very nerve wrecking since I was very confused about the change and how it will affect my daily routine on the job and quite naturally, I resisted. To efficiently execute any change, one has to take into consideration the environments your employees have grown accustomed too. Any change to an employee’s psychological contract will in most instances fuel that resistance. But even more critical; if management cannot adequately evaluate the impact of the changes taking place, this will lead to the non-fulfillment of the company strategic objectives. As a result, here are 3 strategies any company can use to mitigate any resistance to their change.