Navigating employee resistance during a restructuring requires a thoughtful and strategic approach to foster understanding and buy-in. Start by communicating transparently about the reasons for the restructuring, its objectives, and how it will benefit both the organization and employees.

La resistencia al cambio forma parte de la inercia del ser humano que nace de manera natural ante una situación que lo saca de su zona de confort. Dos estrategias me han funcionado siempre; una de ellas es identificar a los más reacios, darles protagonismo y participación en el proceso del cambio; hacerlos sentir parte. La otra estrategia es saber "venderles" los beneficios que podria traerle directamente la nueva situación Ej: reducción de tiempo de trabajo, ahorros en insumos, etc.

Navigating employee resistance during restructuring requires transparency and empathy. Start by clearly communicating the reasons behind the changes and the benefits for both the organization and employees. Encourage open dialogue where employees can express their concerns and ask questions. Provide support through workshops or training to help them adapt to new roles or processes. Recognize and address emotions, fostering a sense of belonging. By involving employees in the transition and valuing their input, you can build trust and facilitate a smoother restructuring process.