Change Resistance

Change in an organization can bring about positives and negatives. Establishing a new system may bring about a more efficient process, however, the process can take longer as employees become acquainted with the new system or adjust to unfamiliar system issues. While some employees are open to change, others can be resistant to it. It is very important to work with these employees so that they can realize how important the change is to the organization. Sometimes keeping a company on track can mean damaging employee relationship. Outsourcing a department can help a company economically while breaking tides with an employee group. Nevertheless, think of ways to benefit the employee as much as possible during a transition is most important. Most changes happen to help make a company better, or to progress a company. Sometimes the transition can be unpredictable to say the least. Making well educated change decisions with the employees in mind is always the best way to go.

Change already has an impact no matter how good the idea may seem most are not truly prepared for change because of the impact it may or may not have.Resistance is a natural response to change and recognizing and managing resistance is a key skill for the effective change manager. Resistance is a healthy part of any change process because it's hard to grow without change.

Reasons that employees resist change:

1. They believe the change is unnecessary or will make things worse.

2. They don’t trust the people leading the change effort.

3. They don’t like the way the change was introduced.

4. They are not confident the change will succeed.

5. They feel that change will mean personal loss — of security, money, status, or friends.

6. They’ve already experienced a lot of change and can’t handle any more disruption.

Why Change is Necessary ?– Leaders must ensure that their ideas will actually enhance the organization. It makes them ask themselves if the change aligns with and helps achieve the organization’s vision. Good change agents or change leaders will establish a business case for their change. The business case needs to make good financial sense. The change leader needs to understand how the change will benefit the individual employee. Employees experience fear over changes., so It is natural for them to wonder what is in it for them. Resistance forces leaders to find out how the change will impact people and this can only be accomplished by communicating directly with employees early and often.

The senior employees resistance to change can be positive, because the resistance can address issues that are valid issues that have not been addressed by the change agent. It can also be positive because it demonstrates the commitment and involvement from senior employees. The resistance can be negative, because senior employees can influence the behavior of new employees to the point that the resistance prevents a buy-in behavior to change.

After analyzing a company, some suggestions were made for some proposals for change should be employed in the organization. It appears that everyone isn’t accepting the change and countered with some valid points to support their assertion that the change will not be effective. There are some experts deem that resistance to change may truly be good for a change initiative while others differ. How can a positive or negative change resistance can affect the implementation of a new initiative?

Resistance to change can provide another valid viewpoint on what is being recommended. Too many times what sounds like complaints and arguments can actually turn out to be a resource and help shape the change for the better. Blaming resisters can only turn their suggestions into dissension. The resistance needs to be understood which can really help the process along because it is well thought out (Palmer, 2016).

Resistance is not always unfounded or selfish it must be known that the power of resistance can be used to build support for change. Considering resisters thoughts with regard strengthens rapport and improves the chance of achievement. If the resistance is treated as a threat, the employee can become defensive, uncommunicative and feel cut-off, rendering the resource is no longer available. Having someone not willing to speak their mind with an honest effort to improve change or show its shortcomings is not good for any company.

Change is not bad or difficult. Issues arise with change when change is forced. When change is wanted (for example, purchasing a new car) it is easy to accept. When change is forced, it is easy for people to resist. Often, the ones making the change do not communicate with the people who the change affects most. Typically, employees have no idea a change is coming until the change is being implemented. Therefore, it is easy to resist changes. Without knowing anything about why the change is needed, employees can easily resist to the unknown.

The unknown causes fear. The fear is of the uncertainty of their future. Employees do want to jeopardize their jobs or be without one. Also, there is a fear of the negative repercussions that