Change can hit employees in a number of ways, and let’s face it; the results are not always pretty. Change can range from an implementation of a new software, to a transformation in leadership. Regardless of the type, when an organization undergoes any change, it is usually trying to improve performance or address existing issues. While employees may not see eye-to-eye on these changes, it is important to understand why this happens, to avoid as much resistance as possible.
So, why do employees resist change? These are a few of the most common reasons:
Fear of the Unknown: This is hard for any person to overcome, as no one is able to predict entirely how a new situation will play out.
Lack of Communication: Some people require more communication than others to understand the changes in their entirety, or just need someone to make them feel more comfortable. A lot of the time it is a lack of communication that leads people to misunderstand the need for change.
Changes to Routines: A lot of people value the routine of their day-to-day work. When their routines are disrupted, it makes some people feel uncomfortable.
What is the common denominator in this list? Each resistance to change stems from the individual perspective. Understanding your employees is key to uncovering why they resist the changes you are attempting to implement, and how they will respond in the future. What is the best way to understand the key behaviours of your employees? Adopting the use of behavioural analytics in your workforce.
Using behavioural analytics to understand the needs and drives of your employees, offers a key insight into how to consult and encourage employees to accept change in ways that are best for THEM! A more accommodating workforce, makes organizational change a much smoother ride, and avoids harming their morale.
For example, if you understand that one key feature of an employee’s behavioural makeup is that they require an extensive amount of detail to complete projects, it is more than likely their complaint about organizational change would be that they don’t receive enough information about the future change. Thus, the best way to help them through organizational change would be to ensure they are given the right amount of communication they need to get through the changes. Expecting this resistance to change and planning it before any changes are implemented, will allow you to avoid objections.
Overall, transitioning individuals through change is not easy. If you’d like to learn more about how we can help you understand your people, and smooth your organizational changes, contact us.