Resistance to change, in the corporate sphere, is the situation in which a company needs to change certain practices that are outdated in the current era, but for some reason, whether it be fear or difficulties in adaptation, its leaders refuse to make the change.
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For a company to be competitive and aspire to growth, it is necessary for its human capital and tools to face periodic changes aimed at improving systems, processes, and work methodologies. This is called change management.
Audits and data analysis are the actions that allow determining whether it is necessary to implement modifications or not. However, for those responsible for business management, it poses a challenge to recognize that their company is going through pressing circumstances that require a change.
This is because many leaders prefer to stick to traditional methodologies that have proven effective in the past, demonstrating an obvious fear of risk, even if it means missing out on an opportunity for improvement.
Just as individuals can experience resistance to change, companies also experience it, usually when the market undergoes significant changes, such as the global digital transformation, which drives the incorporation of technologies to automate historically manual processes.
It has been proven that the implementation of digital tools allows for reduced process times, increasing the productivity of workers, who can then engage in other higher-value activities.
However, some companies consider the investment in technology to be too costly when they have experienced sustained success over time, so they prefer to continue with their manual processes. However, it is not about what companies want, but rather what consumers demand in order to have a better quality of life.
As a result, the market also becomes demanding in terms of innovations and strict in terms of time, forcing companies to accelerate productivity, and there will come a point where they must decide whether to adapt to the changes or stagnate and perish.
Detecting resistance to change is important because it allows company leaders to develop effective measures and strategies aimed at positively managing employees' resistance to change. This will prevent future problems related to decreased productivity and lack of commitment that often arise in dissatisfied employees due to implemented changes.
In this regard, it is important for executive leaders to care about keeping their employees happy because a happy worker will not oppose change management but will participate in generating ideas to make the implementation of changes more effective. Internal motivation can be an appropriate strategy to avoid resistance to change, so whenever necessary, the professional and personal growth of employees should be encouraged so that they can grow alongside the company, not behind it.
The professional stagnation of workers due to a lack of intellectual stimulation will cause them to perceive changes with reluctance and fear since without ongoing training, they will feel unable to efficiently and effectively cope with the implemented change management.
The main causes of resistance to change are enumerated below.
When employees do not trust or do not feel confident in the person implementing the change, their resistance can become a significant barrier. In fact, many consultants assume that the lack of trust in change managers is a cause of resistance in organizations that is often overlooked.
Changing the status quo is difficult, and many people will have emotional reactions to anything that disrupts their routine. This is a natural and inevitable response. Minimizing it will only lead to greater resistance.
People will not support a change if they do not trust their own abilities to adapt to it. When people feel threatened by their own flaws (real or imagined), they protect themselves from failure by resisting change.
The key to effective change management communication is to create an active conversation. When you talk to people instead of with people, you are likely to encounter resistance to change.
Finding a balance between creating a sense of urgency and allowing people enough time for transition is crucial. Change should not be forced too quickly. When business leaders push too hard for change, it's easy to develop tunnel vision and overlook important elements of a change plan.
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Just as there are causes that lead to resistance to change, there are also solutions. Empathy from business leaders plays a significant role in executing strategies to effectively manage resistance to change among employees.
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The first strategy to overcome resistance to change is communication. Communication is key, as you already know. However, let your employees initiate the conversation. People want to be heard, and giving them the opportunity to express their opinions will help alleviate the frustration they feel about the situation.
Additionally, the thoughts, concerns, and suggestions of your employees will be tremendously valuable in guiding your change project. At the very least, understanding them will help you identify the root cause of resistance to change.
The next strategy to overcome resistance to change is to communicate the why, what, and how. Develop a communication plan that goes beyond telling your employees what you want them to do. Effective communication segments and targets each audience, focusing on what matters to them and what they need to know. Emphasize why this change will benefit them.
The way you communicate the change has a significant impact on the amount of resistance to change that will arise. If you wholeheartedly communicate the reasons for the change, your conviction will be contagious. Any hesitation will undermine the operation because, above all, you must be certain about implementing the change for others to be convinced and accept it.
Change is only possible if your human resources are on board, so make sure the changes are addressed in terms of your team. If you're implementing a new software system, plan your project from the perspective of user adoption rather than focusing solely on the technology.
It's not about what the technology can do; it's about what the user can do with the help of this new technology.
A great strategy to overcome resistance to change is to combat resistance with culture. First, empower team members who are natural leaders. They will serve as role models and influencers for the rest of your employees. This has a domino effect.
Resistance to change is a business issue that should not be underestimated because the success or failure of implementation depends on how employees react. If people are not motivated and adequately informed about the potential changes a company is promoting, it will be very challenging to manage resistance properly and without friction. Along the way, employees who oppose the changes may end up leaving the organization, not necessarily because employers dismiss them due to resistance, but because they themselves decide to leave when they feel uncomfortable.