5 Reasons Why People Resist To Change - LinkedIn

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In the economy of today, change is deemed as all-pervasive in an organization set up. Change transpires continuously and mostly at a higher speed and has become an integral part of an organizational dynamics therefore those who resist change may cripple an organization’s performance.

Resistance is the unavoidable response to major changes in an organization. Resistance to change takes various forms, including active resistance where people will refuse and object to cooperate with the change.

It is essential to have an insight as to why people resist change as this will help in setting strategies for reduction of the resistance basically from the beginning.

Here are five reasons why people resist to change

Fear of Change

Fear of change is one of the greatest causes of resistance to change. It may take part when individual’s fears that they are not good enough or generally fear what is not known. They commonly fear the effects that will come with new changes

A Feeling of not Being Consulted

Less resistance will be observed when people are given the opportunity to be part of the change that takes place as this will make them feel heard. Involving others may even create new ideologies that can help put the change in the right position for the implementation of the objectives of an organization as it brings togetherness and understanding. Lack of involvement may cause an active resistance one may feel neglected therefore paving way for less commitment in the respective change.

Poor Communication of The Change

When something is considered a change in an organization, it should be communicated to other members in a precise way, despite how simple it was for them to understand. Poor communication may not fully satisfy others as to why the change should be implemented. Some organizations assume that some changes are self-evident and therefore do not need too much communication. It will be a very poor change if it is passed then the stakeholders remain silent or does not elaborate in details the main objectives of the change and this may bring very strong resistance.

Changes to Routines

A resistance is likely to emerge when a change aims at altering the usual way of conducting things. This may interfere with the comfort zones and are deemed to cause insecurity of their customary way of conduct.

New changes in the procedures, new parking places, corporate culture or reporting lines can be very uncomfortable to the target population. The management should show people how the said changes will operate and validate the important need for that change.

Lack of Trust

Under the circumstances that people fail to believe in their own capabilities or that of the company to competently accomplish the said change, may cause resistance likely due to the experience they have from the past ways of handling changes by the company.

The company may fail to elaborate on how the changes may be implemented in the long run and the effects it will have on the targeted members. The people may also fail to trust the changes that are to be implemented as they may be too harsh or make their work environment unfriendly.

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Share 1 Comment Albert George, graphic Albert George 3y
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I agree it is not easy to change people even if for the better good

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