Change Resistance - is it really different in the Public Sector than it is in the Private Sector?
Ron Leeman
Your CM Trainer. 95.5% positive feedback and going up. 121 and not cohort driven. Real-world and practical. 15,000 downloads of my change "framework" (PFAC). "Cheap as Chips". What more do you want? Sign up now.
As usual, a bit of context first:
Through both anecdotal and some fact-based evidence there is a belief that resistance to change is at a far higher level in Public Sector organisations than it is in Private Sector organsations for which various reasons are given.
The Public Sector is there to serve people and the government has full control over the organisations. As a result, the Public Sector is usually much more restricted in its ability to implement change than the Private Sector. They are governed by binding laws and regulations, and the need for accountability, transparency and adherence to any given provisions is much more pressing than in the Private Sector.
In the Private Sector, both senior leadership support and employee involvement are accepted as essential prerequisites for managing resistance and the success of change projects. Private sector enterprises are established to make a profit and enjoy a lot of freedom in what they do with less government interference or strict rules and regulations.
RESISTANCE TO CHANGE
Resistance to change is a natural response rooted in human psychology. It emerges from various factors such as fear of the unknown, loss of control, and concerns about personal or organizational well-being. In both the Public and Private Sectors, employees may resist change due to uncertainty regarding their roles, apprehensions about job security, or skepticism about the proposed changes' benefits.
However, the nature and intensity of resistance differ between the two sectors due to their distinct organizational structures, goals, and external pressures.
In the Private Sector, where profitability and market competitiveness drive decision-making, change initiatives often encounter resistance stemming from disruptions to established workflows, perceived threats to job security, or skepticism about the efficacy of proposed changes in delivering desired outcomes.
On the other hand, the Public Sector operates within a framework of governmental oversight, regulatory compliance, and accountability to citizens. While the aim is to serve the public interest, bureaucratic structures, entrenched procedures, and adherence to legal mandates can impede agility and innovation. Consequently, resistance to change in the Public Sector may be fueled by concerns about violating regulations, bureaucratic inertia, or skepticism about the government's ability to implement effective reforms.
Let’s take a look at 5 key factors that differentiate the differences between the
领英推荐
Public Sector and Private Sector
LESSONS FROM BOTH SECTORS
By leveraging insights from both sectors and embracing adaptive strategies, organizations can effectively manage resistance to change and thrive in an increasingly dynamic landscape. Effective Change Management strategies can mitigate its impact and foster organisational resilience so tailored approaches in both sectors are essential for driving successful change initiatives:
So, resistance to change is a multifaceted challenge that requires nuanced approaches tailored to the unique context of each organization. By embracing these principles and leveraging lessons from successful change initiatives, both sectors can overcome resistance, drive meaningful transformation, and fulfill their mandate of delivering successful change.
CHANGE AWARDS - LIFETIME ACHIEVEMENT NOMINATION
Change and Transformation Leader - Specialist in project / programme management and business change - Balancing technical, business and user perspectives for adoptable solutions and successful outcomes.
7 个月Interesting article thanks. Personally I think the biggest difference is speed. People are people whichever sector they work in. But if you want to take any specific action, even down to arranging a meeting, or getting a comm out, it takes longer in the public sector. Very often this is due to risk aversion and needing approvals from lots of stakeholders before you can act. So everything just takes longer.
Take the Initiative: Empowering Health & Wellbeing Organisations to Innovate, Survive and Thrive In Uncertain Times: Take the Opportunity to Create Change For Better
7 个月I think you are absolutely spot on about private sector change concerns Having worked for 10 years each in the public and private sector. I think change resistance in the public sector is more about wanting to help people but facing unlimited demand on time and resources. In my experience public sector resistance is along the lines of 1 Lack of resources / time 2. Not in the interests of the public 3. Varies from professional guidance/ good practice. 4. Not my job (I've often found this in more senior staff than junior. As senior staff are protecting their organisational resources & fiefdom) 5. Safety or security, (only sometimes legal although this is usually decided by someone qualified..... it causes huge delays.... but it is rarely resistance and they can often help you make changes to comply) It is more complex than that of course and varies from place to place but often it is the constraints that people feel under that create the resistance. Essentially I think the difference in the private sector people struggle to adapt efficiently to create and respond to demand. Whereas in the public sector they struggle to manage and prioritise demand.
Building a start-up fintech | Programme Director | Operations Director | SaaS | Blockchain | Building smarter digital workflows for capital risk management
7 个月Ron Leeman All great points, but I'd add another. Traditionally in the UK the public sector has been seen as a job for life, with generally lower salaries than the private sector. Employees have accepted the trade-off. Now those same people are being asked to go through changes that often reduce job security and need fewer employees overall. But they're not being offered salary increases to match the private sector. The trade-off no longer works. No wonder there's resistance. Given that public sector finances don't allow for significant salary increases, we now face a real problem. Employees are being compelled to change unwillingly rather than being influenced to embrace change. There doesn't seem to be a palatable answer to this problem. What do you think?