It is quite normal to resist what appears to be occurring especially in the workplace where the changes have the potential to lead to some type of loss.
Four additional factors that cause resistance during a change initiative follow.
- Loss of Support System(s)
Changing organizational structures usually shakes the workplace up and support structures are viewed as being eroded.
- Previous Change Experience
Attitudes toward change are determined in part by the way we have experienced changes in our work and personal life in the past. Those employees who have lived in the same neighbourhood, driven the same route to work, and done the same job over many years are likely to be discomfited by any change.
- Peer Pressure
Employees tend to resist change as a form of protecting one another and thereby demonstrating workplace loyalty.
- Lack of Trust
When employees trust that a change process will have them be treated respectfully there is a marked decrease in resistance to change.
All sources of resistance to change need to be acknowledged. As people our emotional response to change requires validation. It is a change agents’ role to try and foresee objections. Doing so may save you valuable time and effort in having fewer if any fires to put out.
Business Change & Transition Specialist, Marie-Helene Sakowski at firstname.lastname@example.org