Change is a normal occurrence in everyday life. It’s often seen perceived as for ‘our own good’, or with positive outcomes.
But whilst you introduce change to your workplace, the method you take could cause destruction in its path. And too often, it’s your employees that get swept away as collateral damage.
Some may choose to rebel and retaliate against company-wide decisions. Others may see change as detrimental to their career progression and decide to leave.
Employees will only resist change if it’s brought about through the wrong means. So, don’t worry about managing employee conduct or preparing for tribunal hearings just yet. Let’s learn how to introduce workplace changes in the most appropriate way.
What are common reasons for resistance in the workplace?
Many businesses will have experienced change management, more regularly than you think. They could come from promoting an employee to supervisor-status, or from rearranging senior managerial roles.
Changes like this are very common; so, it’s best to acknowledge and figure out ways to prepare for them. But it’s got to be done through practical and reasonable means.
If not, employees could end up opposing your amendments from the get-go. You risk ruining harmony and respect from your workforce; not to mention, creating detrimental consequences for your business.
Here are common reasons why employees may resist change within your workplace:
Job terminations
The biggest reason why resistance to change happens can be found during job terminations. Whether through redundancies or reshuffles, terminations uproot feelings of discomfort, unfamiliarity, and dread.
They might seem like an extreme move, but job terminations are a common occurrence in the workplace. Employees will often come and go, but it doesn’t always happen without bumps along the journey.
Poor communication
Good communication is probably one of the most vital weapons you can have in your arsenal. And it’s not just a soft skill every manager must possess–good communication techniques should be sought to be everyone.
If a workplace lacks communication, it quickly becomes known to all. Workplace changes should be created through strong communication. That way all employees are aware of what’s going on, who it could affect, and what the outcome may be–for them and the workplace.
Of course, the majority of us don’t possess talents in reading mindsets or body language. That’s where the importance of communication (verbal or written) comes in.
Fear of the unknown
A common human trait most of us possess is fear or trepidation of the unknown. We’d all probably struggle to walk around with blindfolds on, even if we’re in familiar surroundings.
Fear of the unknown is closely linked to poor communication. Seeing empty desks, missing staff members, or new recruits is bound to raise suspicions.
When employees aren’t aware of what’s going on around them, it instantly ruins engagement, morale, and confidence. The last thing anyone wants is to be caught off guard by negative news.
If a business is constantly going through unpredictable times or has an unforeseen future, worries trickle down onto the workforce. It probably won’t be received well, which makes matters worse for employers.
How to manage resistance to change
Resistance to change is a common factor in everyday life. We express confusion when familiar food items undergo packaging ‘face-lifts’. Or get a little sweaty thinking about switching banks or insurance providers.
When you introduce workplace changes, you will probably start to see confusion, concern, and even criticism. The best step to take, as a business, is to establish how to manage resistance to change in your workplace:
Deal with the resistance in the best means possible
Every business will have its fair share of workplace issues. Firstly, you should confront the problem and outline a solution. Once you’ve dealt with the problem, deal with any form of resistance by the best means possible.
Resistance will be seen once you’ve announced the ‘change’ or when new decisions have been implemented. Whatever stage you’re at, you need to talk to employees who are against the decision.
At this stage, communication is a key component. They might raise personal concerns or voice overall business detriments. Allow them to express their queries, as they might have raised something that was overlooked. So, hold in-person meetings or by digital means (like emails). Your tone of communication is vital too; be truthful, straightforward, and timely when announcing workplace changes.
Implement changes slowly to your workforce
Because change is inevitable, it doesn’t mean you can’t do your best to manage the waves.
Employers should implement changes slowly to their workforce. This doesn’t mean resolving situations at a ‘snail’s pace’. It’s about presenting workplace changes, at the right time, within the right means.
Most of us struggle with unpredictable issues every day–maybe the boiler is on the blink, or your bus route has been redirected. But once a workplace issue is identified, make changes to help re-establish familiarity.
Businesses should prepare for changes, then map out a plan of action. Strongly emphasize that change will take place and employees will be kept informed at every major step. But communication isn’t only needed at step A and B–make sure they’re aware that support and advice are available throughout this period.
Deal with workplace reshuffles appropriately
It’s common for businesses to face reshuffling their workforces. If employers need to move people or departments around, it’s good to keep staff informed about the ongoing situation.
Remind them about positive change outcomes–efficiency, productivity, and practicality. This is especially helpful for anyone indirectly affected by the change (like employees not selected for collective redundancy).
Whether you need to let one line manager go or downsize your workforce, keep open communication. And highlight all upcoming decisions to help build a better-functioning business.
Promote the importance of mutual trust
Employees are the bloodline of every business–without them, you’re just one person with an idea. That’s why it’s vital to promote mutual trust between employers and workers.
When an employee trusts their managers, it lowers fear and resistance to change. You can grow trust through team-building exercises, strengthening work relations, and nurturing mutual respect.
With high levels of trust, employees perform better, out of loyalty, motivation, and care. Don’t underestimate the term–trust is a guaranteed method for growing business success.
Engage with your employees from start to end
There are so many benefits gained from engaging with employees from start to end.
When your workforce is engaged, their performance and solidarity is clear. That’s why pushing employee engagement benefits everyone–not just the business.
These range from acknowledging feedback or actioning ‘improvement’ ideas. Employees feel like they’re being heard, respected, and valued. And it’s this that grows business development and success.
Don’t neglect the importance of being an active (heck, even proactive) listener. This is a soft skill that is seriously underplayed. Remember, we have one mouth and two ears for a very good reason!
Whether it’s feared or disliked, change is an inevitable factor of life. As an employer, strive for smooth transitions, mutual acceptance, and open communication when you present them. That way, you’re guaranteed a better reception without a whisper of resistance to change in sight.