To handle team resistance when upgrading IT infrastructure, start by clearly communicating the benefits of the new technology and how it aligns with team and company goals. Involve key team members in the decision-making process to give them ownership and address concerns. Offer training to bridge any skill gaps and ensure everyone feels confident with the changes. Encourage feedback and maintain open communication throughout the transition to foster trust and reduce fear of the unknown.

To handle team resistance during an IT infrastructure upgrade, prioritize clear communication about the benefits and goals of the new technology. Involve team members early in the process by seeking their input and addressing their concerns. Provide thorough training and support to ease the transition, highlighting how the new tech will enhance their workflows. Foster a culture of openness where feedback is encouraged, and celebrate small wins during the implementation to build enthusiasm. By actively engaging the team and demonstrating the positive impact of the upgrade, you can reduce resistance and promote a smoother transition.

My experience shows that changes may be too much like change, learning, configuration, etc. And it is normal. It is nothing new; it is a challenge. 1. My starting point is to analyse a current situation and technology by asking questions, looking at, testing, etc., by gaining information and its history. My point is that even "we must have a new technology" means using older ones to adopt and work together on both technologies. 2. I am taking "lessons" from new technology, comparing both, and planning how a new one will be workable and acceptable. 3. I am starting to work with the team, learning how they operate with old technology and designing the most possible approach for transferring it to the new one.

To manage team resistance during an IT infrastructure upgrade, begin by effectively communicating the advantages of the new technology and its alignment with both team and company objectives. Engage key team members in the decision-making process to foster a sense of ownership and address any concerns they may have. Provide training to fill any skill gaps, ensuring that everyone feels confident in adapting to the changes. Encourage ongoing feedback and maintain open lines of communication throughout the transition to build trust and alleviate fears about the unknown.