Embrace the Quirkiness: Resistance to Change

Change – it's the awkward dance partner of life's grand ball. We all know we should embrace it, but deep down, we'd rather cling to our familiar old dance moves, even if they involve an embarrassing two-step. In the world of business, resistance to change is a phenomenon as old as cubicles and coffee breaks. But hey, who doesn't love a bit of quirky resistance mixed in with progress?

Start from yourself. If you are Android user and someone gives you iPhone from next day (or vice versa). Nooo way, I was used to this one for such a long time. Same thing goes for each change on our life and especially when it comes to our job.

Resistance to change is a common occurrence because change is inherently disruptive and stressful. When management attempts to introduce changes within an organization, they are likely to encounter various forms of resistance from employees. Some of the common responses from individuals within the business include expressions like, "My needs are already being met," "We don't need to do this," "This sounds like bad news," "The risks outweigh the benefits," and "What does this mean for me?" These reactions are natural as people often resist change when they perceive potential disruptions to their current status or uncertainties about how it will impact them personally. Acknowledging and addressing this resistance is a crucial aspect of successful change management within an organization. By understanding and empathizing with these concerns, businesses can navigate change more effectively and promote smoother transitions.

You can imagine those excuses when trying to put a company into digitalization process? Definitely a struggle. Literature is mentioning a lot of different resistance types, but I’d rather point out some of most common ones.

Delayed – you are in role of management and new IT tool you are suggesting is awesome (how different would it be, right?). Your team, listens (or at least that’s what you think) and carefully notes how would it work. Next Monday when tool should give results…nothing. Someone forgets about it, another guy is not even aware that it is that particular Monday and rest of the team is doing minimal input in the tool. It would be ideal that resistance to change is immediate (so that team says – “hey, we don’t like it or it could be solved differently”), but it is rare case.

Threat to expertise – as organizational level resistance to change type. It is always more suitable to enjoy known environment in company / organization where you know who is above or below you. New team member is always a challenge if other team members see him as a threat. No matter if he will influence on structure or responsibility of any employee, there could be a irrational fear that something will change. On the other hand, he could be seen as a threat in expertise – maybe he knows something we don’t.

Habit and fear of unknown – as individual resistance to change type. Imagine a manufacturing company that has been using traditional production methods for years. The management decides to transition to more sustainable and automated manufacturing processes to reduce environmental impact and increase efficiency. Many employees might resist this change due to concerns about job security, unfamiliar technology, and potential disruptions in their routines.

Even though there’s no simple way to handle the resistance to change there could be a approach to minimize its occurrence. The company can establish a habit of involving employees in the decision-making process and providing comprehensive training programs. Regular town hall meetings and feedback sessions become habitual practices, ensuring that employees' voices are heard, and their concerns are addressed. As employees see that their input is valued and that they are equipped with the necessary skills, their fear of the unknown diminishes. To effectively reduce resistance to change, it is imperative to provide a clear rationale for why the change is necessary. When employees grasp the significance of the change, they become more willing to engage with it, seeking a deeper understanding and embracing it with greater ease than if they were simply told, "We're starting anew tomorrow."

Of course, there’s no magic bullet or one solution fits all for this. As always, communication is a good starting point. Who knows what it can allow you to achieve?

What is your biggest fear regarding resistance to change, or what do you consider the optimal solution?