Stubborn Employees Drama: Every Fleet Manager’s Worst Nightmare (And How to Fix It)

Delali (a client) just signed on to Trakzee Premium, a new fleet management software company we recently partnered with is designed to save time, cut costs, and make tracking vehicle performance effortless.

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This was clearly supposed to be a game-changer.

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Yet, on the day of rollout, instead of excitement, all he got was eye-rolls, grumbling, and outright resistance from his drivers and staff.

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Some flat-out refuse to make their vehicles available for GPS device installation. Others agreed and set dates for the installation only for them not to be available on the said date.

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The excuse?

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“I’ve been very busy and haven’t had time.”

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Of course, they loved the old ways. In their minds, all we were interested in is monitoring their movements. Like we fleet managers don’t have better things to do with our time.

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And just like that, Delali’s big improvement plan hit a brick wall.

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Frustrating? Absolutely.

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But the thing is that such behavior was to be expected, and I asked him not to take it personally. It’s human nature. Resistance to change is as old as time, and if you don’t address it the right way, you’ll find yourself fighting battles instead of fixing problems.

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Hint: He didn’t plan for it properly

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Why Do People Fight Change So Hard?

You’d think that when you introduce something that clearly makes life easier, people would embrace it. But that’s not how the human brain works.

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Here’s why your employees are pushing back:

1. Laziness: Change requires effort, and people are wired to take the path of least resistance. Think about it—how many times have you put off switching to a new phone or software just because you didn’t feel like learning something new? I’ve experienced this too. When it was time for me to switch from my old iPhone to the new one, it took me forever. Your employees are no different.

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2. Fear of the Unknown: People fear what they don’t fully understand. New technology? New rules? They start worrying: Will I be able to keep up? Will I look stupid in front of my colleagues? Will this invade my privacy?

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3. Desire to Fit In: If the majority of the team is against the change, individual employees will follow the herd. Nobody wants to be the odd one out, especially in a work environment.

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4. Transition Costs: Even if the change is beneficial in the long run, the short-term hassle can make it seem like it's not worth it. If your drivers believe they have to sit through long training sessions or learn complicated processes, they’ll resist. With the fleet management software, they felt leadership didn’t trust them.

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5. Complacency: Many employees take pride in how they’ve been doing things for years. Telling them to change feels like telling them they’ve been doing it wrong all along.

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6. Sunk Cost Fallacy: Your team has already invested time mastering the old system. Now you’re asking them to throw that away and start over? That’s a tough sell.

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7. Nostalgia for the ‘Good Old Days’: Some employees will insist that things worked just fine before, so why fix what isn’t broken? They long for the old way of doing things simply because it’s familiar.

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Sound familiar?

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If so, it’s time to move from frustration to action.

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The Hidden Cost of Resistance

Let’s break it down. If your team refuses to adopt new systems, you’re dealing with:

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1. Inefficiency – Manual processes slow down operations.

2. Increased Costs – Fuel wastage, unnecessary repairs, and overtime pile up.

3. Compliance Risks – Outdated logs mean inaccurate reporting, which can lead to false reporting, misplaced documents, or legal trouble.

4. High Turnover – When employees resist progress, top talent leaves for companies that embrace efficiency.

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The longer the resistance continues, the more your company bleeds money. But before you start firing people left and right, let’s talk solutions.

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How to Break the Resistance Wall (Without Losing Your Mind)

Now that you know why your employees resist change, let’s talk about how to get them on board.

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1. Sell the Benefit, Not the Tool

Most managers make the mistake of focusing on what the change is instead of why it’s happening.

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Don’t just say, “We’re implementing this new fleet management system.” Instead, say, “With this system, you’ll spend less time on paperwork and have fewer maintenance headaches.” Frame it as a win for them, not just for the company.

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2. Get Influencers on Board First

Every workplace has influential employees, i.e., the ones others look up to. Identify them, get them excited about the change, and let them lead by example. Once they’re on board, others will follow.

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3. Make the Transition Stupidly Easy

If the new process is complex or time-consuming, resistance will skyrocket. Provide hands-on training, easy-to-follow guides, and direct support to remove any friction.

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4. Acknowledge Their Concerns

Don’t dismiss their fears as stubbornness. Instead, acknowledge them: “I know learning a new system can be frustrating at first, but we’re here to support you.” People appreciate feeling heard.

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5. Give Them a Trial Period

Instead of forcing an instant switch, let employees test out the new system alongside the old one. Once they see firsthand how much easier the new way is, the transition becomes natural.

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6. Reward Adoption

Incentives work wonders. Consider small rewards, public recognition, or even friendly competitions to encourage adoption.

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Conclusion: Lead the Change, Don’t Just Enforce It

Resistance to change isn’t a fleet management problem—it’s a human problem. Your job isn’t just to introduce new processes; it’s to guide your team through the transition.

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If you understand why people resist and take the right steps to ease them into the change, you’ll turn stubborn pushback into eager adoption. And when that happens, your fleet runs smoother, your costs go down, and your job gets a whole lot easier.

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Now, if you find any value in this, I need you to help us spread this message. Share it with friends and family on Facebook, Twitter, and LinkedIn so they can benefit. You could also forward it to someone you love or hate via email (hopefully you’re not the type that hates people). You can also leave a comment below, letting us know if you’ve ever had issues with employees who’ve resisted change in your company or if there are any other car-related topics you want us to cover next.

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That’s all for now.

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Thank you for reading, and stay safe out there.

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Catch you next Tuesday.

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P.S. Here’s how we can work together:

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