What do you do if your team is resistant to change in the workplace?

It is easier to look at others than to look at ourselves. I would consider that the root cause could be me as the leader. Leaders set the tone that our teams follow. Where am I being resistant to change? Is my language language encouraging and adaptable, such as 'Yes, and...' or is it more fixed and discouraging such as 'No, but...' to new suggestions? Use deep listening to understand the teams concerns can help to identify the root cause. Notice if you are impatient for a way to fix the issue. This is a bias our brain has to get things done. In this instance it won't help to fix the issue.

It's absolutely crucial to show people how resistance to change is completely normal and expected when people don't understand what change will bring for them personally. My first step would be to try and tap into their fears and projections for the future and listen to potential risks to the change, because this is a good warning sign to check all assumptions. If these risks are already mitigated, that needs to be communicated to the teams clearly and will dissolve the resistance. If not, then we can all be happy we heard a voice that would stop us from potentially making a mistake because the change plan didn't take something in consideration. All feedback is good feedback if you know how to use it.

Understand why your team members are resistant to change. It could stem from fear of the unknown, concerns about job security, lack of understanding, or past negative experiences with change.

Clearly articulate why the proposed change is necessary and how it will benefit both the organization and individual team members. Highlighting the positive outcomes can help alleviate concerns and build buy-in.

If your team is resistant to workplace change, it's essential to address their concerns and facilitate a smooth transition. It involves creating an environment where all individuals feel valued, respected, and supported, regardless of their background, identity, or perspective. This can be achieved by actively involving team members in the change process and seeking their input, feedback, and ideas. Encouraging open dialogue and active participation ensures that their voices are heard, making them feel valued and empowered. By implementing these strategies consistently, organizations foster a sense of ownership and commitment to change.

Nurture a sense of ownership and involvement by including team members in the change process. Encourage them to provide input, share their concerns, and participate in decision-making where appropriate.

Offer resources, training, and support to help your team members adapt to the change. Address any skills gaps and provide reassurance that they will have the necessary support to navigate the transition successfully.

Keep a close eye on how the change is being received and implemented within your team. Monitor progress, address any issues that arise promptly, and adjust your approach as needed based on feedback and observations.

Acknowledge and celebrate milestones and achievements related to the change. Recognizing and rewarding progress can help motivate your team members and reinforce the importance of embracing change.

Dealing with change is a skill, which means that it can be taught and trained like other skills. There are lots of professional development opportunities to help people understand the mechanisms of change, and how it impacts our brains and bodies. Getting your leaders, managers, and even front line workers trained on change can help make change easier, and help you drive more improvements and changes within your organization.