Have you ever heard the saying, “The only constant is change?” It may feel overused, but it holds a lot of truth. Change is inevitable, especially in organizations, where it can take many forms. Yet, despite its frequency, people often resist it.
Adjusting to something new can be challenging, but change isn’t necessarily negative. Whether it’s welcoming a new team member, saying goodbye to another, or navigating an organizational shift, it’s crucial to anticipate employee resistance. By planning ahead, employers can use key strategies to help employees handle change more smoothly.
Let’s explore strategies for overcoming resistance to change and how to implement change successfully.
Communicate Early and Often
Inform employees about changes to the status quo as early as possible. If there’s an employee whom others naturally gravitate toward or whose opinions carry significant weight, seek their buy-in and encourage them to help lead the change. This helps create a bridge between employees and management.
Engaging key stakeholders, especially those trusted by their peers, can make it easier for others to adapt. Share any available information you can with employees. If you don’t have an answer or are unable to share certain details, it’s OK to be transparent. Being open and honest reduces uncertainty and prevents misinformation from spreading.
Listen to Your Employees
Listen to employees’ concerns, as they are often more aware of a plan’s potential blind spots due to their hands-on involvement in day-to-day work. By doing so, you also show that the company values their input. While you don’t need to implement every suggestion, listening helps you identify sources of resistance and address the underlying issues.
For instance, employees may be worried about the timeline for the proposed changes — a common and valid concern. If possible, explain the reasoning behind your decisions. Collaborating with them to find solutions or clearly communicating the rationale behind the timeline can save time and resources in the long run.
Foster Employee Buy-In
Organizations typically aim to improve things for their employees, not worsen them. Maybe the old processes posed safety risks, were inefficient, or simply ineffective. Present a clear case for why change is necessary to help employees adjust more easily, even if they’re not initially on board. How will it affect them directly? Will it make tasks easier, better, or more efficient in the long term? Addressing these questions can foster greater acceptance of the change.
Address Emotions
When we name emotions, we shift the emotional response from something internal to something external and more tangible. Once feelings are expressed openly, they become easier to work through.
In the context of organizational change, acknowledging the fear, frustration, or anxiety employees may feel can help them process these emotions more quickly. This invites employees to share their feelings, which can reduce the emotional impact over time. Acknowledging emotions can provide leadership with valuable insights into issues they may need to address more proactively.
If you are interested in learning more about this topic, Employers Council offers a training course titled Leadership Through Change.
Megan Johnson holds multiple coaching certifications and is a Trainer with Employers Council.