What do you do if your remote team is resistant to change during organizational change?

It is important for me to emphasise that the assumption that resistance to change is part of the process and must inevitably be overcome is a limited view. The idea that resistance is solely the result of unwillingness or fear of change ignores the possibility that employees may have legitimate objections. In practice, I have found it extremely valuable to listen to the arguments of those who resist. Rather than seeing these concerns as obstacles, they should be seen as valuable feedback. Through active listening and dialogue with those affected, solutions can be found that improve the change process and potentially open up new perspectives.

To address resistance to change in a remote team, start with transparent communication about the change's benefits and impacts. Listen to concerns to understand the resistance's roots. Involve the team in the change process, highlighting individual benefits and providing necessary training and support. Establish feedback channels for continuous input and improvement. Celebrate successes to build positive momentum. Lead by example, demonstrating commitment to the change. Patience and persistence are key, as buy-in may develop gradually.

Being patient and understanding is very important as change can take some time for people to get adapt to it. Especially in an remote work environment change can be highly disruptive to its maximum level hence offering clear communication and providing continuous support will help them to overcome their resistance. It is always required to take adequate time to listen to your team members on what is the reason for their resistance to change rather forcing them to perform any actions. Addressing concerns with active listening will make team members to share their concerns effectively and acknowledging their fears and uncertainties which helps them to understand the purpose and benefit for the change.

Ensure that team members understand the reasons for change and what it means for them and the team they are part of. People need to understand the desired outcomes and feel confident that there is a clear route to success. They also need to feel involved and empowered to implement the change - it rarely succeeds when people feel 'done to'

To communicate clearly, use concise language and tailor your message to your audience's needs. Structure your message with a clear introduction, body, and conclusion. Choose the right communication channel, and use visuals for complex information. Confirm understanding by asking for feedback and practicing active listening. In written communications, edit and proofread for clarity and errors. This approach ensures your message is effectively conveyed and understood.

It is very easy for remote teams to FEEL UNSUPPORTED during change implementation. The situation is even worse if you as their leader are NOT in the same location as them. That is why it is imperative to build the required RIGOUR & RESILIENCE in your change support framework. Not only must you constantly & relentlessly provide the required support, you must also BE SEEN TO BE DOING SO. Things could get sensitive & emotional if PERCEPTION takes control of REALITY. As their effective leader, keep your remote teams MUCH CLOSER to you than your onsite teams. Pay more attention to their cultural nuances which could be diverse & different from those who are onsite with you. MAKE TIME to ensure that REALITY controls PERCEPTION, & not vice-versa.

To empower participation, foster a safe environment where diverse perspectives are sought and valued. Clearly communicate the goals and value of contributions. Provide various participation channels, like surveys and brainstorming sessions, to accommodate different preferences. Acknowledge feedback and take action where appropriate, building skills and confidence through training opportunities. Publicly recognize and reward participation to encourage engagement. Lead by example, demonstrating active engagement. This approach promotes a more engaged, innovative, and productive team or community environment.

To reinforce positives effectively: Acknowledge achievements timely and specifically to highlight their importance. Recognize efforts publicly in team meetings or newsletters, enhancing visibility. Offer personalized rewards that resonate with individuals. When giving feedback, start with positive points before addressing improvements, using the "sandwich" method. Encourage peer recognition to boost morale. Set clear goals and celebrate reaching milestones to maintain motivation. Demonstrate positivity in your actions, setting a tone for the team. These strategies boost morale, performance, and foster a culture of appreciation.

Surveiller les progrès consiste également à surveiller attentivement la réaction de l'équipe à distance au changement et effectuer des ajustements si nécessaire. Tenir compte des commentaires et des retours d'information de l'équipe et apporter les modifications appropriées pour faciliter leur acceptation du changement.

To monitor progress effectively: Set clear, measurable objectives and key results (OKRs). Use project management tools like Asana or Trello for tracking tasks and milestones. Conduct regular check-ins with your team for updates and challenges. Utilize performance metrics and dashboards to visualize progress, such as sales figures or project completion rates. Implement continuous feedback loops from team members and stakeholders to identify and address issues promptly. Regularly review achievements against goals, reflecting on successes and areas for improvement. Celebrate milestones to motivate and acknowledge team efforts. These strategies ensure goal alignment and facilitate informed decision-making.

Comme on le dit souvent, la bonne charité ordonnée commence par soi même. Une fa?on d'atténuer la résistance consiste pour le gestionnaire du changement à donner l'exemple en tant que leader. Il s'agit pour ce dernier de montrer l'exemple en adoptant le changement lui-même et en démontrant son importance. Le leader doit être positif et optimiste quant aux avantages potentiels du changement. Et garder une attitude positive peut influencer l'équipe à distance et les encourager à faire de même.

When managing change in a remote team, it's important to have a plan that addresses the core aspects of change management. However, there are additional factors to consider. It's crucial to provide clear instructions on how to implement the change and to acknowledge the potential isolation and loss that may come with it. Celebrating small wins, fostering team spirit virtually, and leading by example can encourage adoption. By being patient and offering ongoing support throughout the process, you can effectively manage resistance and guide your remote team towards a successful transition.

Show evidence of how past change projects have integrated feedback from stakeholders. In some cases it can be worthwhile bringing remote teams together in person to make sure large milestones are celebrated and employees can ask questions in person.

It's vital to know that, at times people are not really resistant to change but to the person bringing the change. Most often we humans act like lions (they love to secure and be in control of their territory). With that said, as a leader who wants change, you may need to show them the person who wants to effect this changes (your real self). When the people know you, it will build a level of trust and understanding between you and your new team. When they trust you, it will be easier for them to follow your lead and instructions

When my remote team resists organizational change, I prioritize enhancing virtual engagement beyond the usual strategies. I schedule regular one-on-one video calls to understand any concerns and resistance points. Recognizing that remote work can sometimes feel isolating, I emphasize the importance of their role in the change and how it can benefit them personally and professionally. Additionally, I use collaborative online tools to visualize the change process, making it more tangible. I aim to foster a sense of community and collective ownership over the change by creating a shared digital space for open discussions and feedback.