Managing Employee Resistance to Change
Managing resistance to change
The top obstacle to successful change is employee resistance at all levels: Front-line, middle managers, and senior managers.
A change in employee attitude
IS possible!
"Garrison Wynn, I just wanted to say Thank You! You will never know the impact that you have made on my life. I started back to work today with a new attitude about my job. I am more confident in myself and my ability to do my best. I do have an important job and it is important to learn how to deal with the stress that comes along with it. I feel like a new person. My husband told me that he could see an improvement in my attitude and that I looked “happy.” Thanks to you I am that new person. Please do more seminars in the Houston area."
Shena Glavin, Emergency 9-1-1 Dispatcher
Growing pains
Change is not the problem: it 's resistance; I want what I want when I want it. I will not be an expert anymore. I will be a senior beginner!
Excerpts from the 2005 Best Practices in Change Management, Benchmarking report. This report presents comprehensive findings from 411 companies on their experiences and lessons learned in change management.
Employees want to hear messages about change from two people: the CEO or their immediate supervisor (and these messages are not the same).
The top two reasons for employee resistance are 1. A lack of awareness about the change 2. Comfort with the ways things are and fear of the unknown.
The Top 10 Reasons Employees Resist Change 1. The individual 's personal predisposition to change. 2. Surprise and fear of the unknown. 3. Climate of mistrust. 4. Fear of failure. 5. Loss of status and/or job security. 6. Peer pressure. 7. Disruption of cultural traditions and/or group relationships. 8. Personality conflicts. 9. Lack of tact and/or poor timing. 10. Not seeing the benefits.
The key phases for managing employees during change: 1. Awareness of the need to change
The top obstacle to successful change is employee resistance at all levels: Front-line, middle managers, and senior managers.
A change in employee attitude
IS possible!
"Garrison Wynn, I just wanted to say Thank You! You will never know the impact that you have made on my life. I started back to work today with a new attitude about my job. I am more confident in myself and my ability to do my best. I do have an important job and it is important to learn how to deal with the stress that comes along with it. I feel like a new person. My husband told me that he could see an improvement in my attitude and that I looked “happy.” Thanks to you I am that new person. Please do more seminars in the Houston area."
Shena Glavin, Emergency 9-1-1 Dispatcher
Growing pains
Change is not the problem: it 's resistance; I want what I want when I want it. I will not be an expert anymore. I will be a senior beginner!
Excerpts from the 2005 Best Practices in Change Management, Benchmarking report. This report presents comprehensive findings from 411 companies on their experiences and lessons learned in change management.
Employees want to hear messages about change from two people: the CEO or their immediate supervisor (and these messages are not the same).
The top two reasons for employee resistance are 1. A lack of awareness about the change 2. Comfort with the ways things are and fear of the unknown.
The Top 10 Reasons Employees Resist Change 1. The individual 's personal predisposition to change. 2. Surprise and fear of the unknown. 3. Climate of mistrust. 4. Fear of failure. 5. Loss of status and/or job security. 6. Peer pressure. 7. Disruption of cultural traditions and/or group relationships. 8. Personality conflicts. 9. Lack of tact and/or poor timing. 10. Not seeing the benefits.
The key phases for managing employees during change: 1. Awareness of the need to change