Why do People Resist Change?
The reason why people resist change.
(1) Loss of status or job security in the organization.
失去现在的位置和工作的保障
It is not our nature to make changes that we view as harmful to our current situation. In an organizational setting, this means employees, peers, and managers will resist administrative and technological changes that result in their role being eliminated or reduced. From their perspective, your change is harmful to their place in the organization! Forcing the change has its place. This approach alone is ineffective however. Managers who overuse this approach will harm their effectiveness over the long term. Without a thoughtful change strategy to address this area, leaders will trigger strong resistance and organizational turnover.
(2) Non-reinforcing reward systems.
没有增强利润
There is a common business saying that managers get what they reward. Organizational stakeholders will resist change when they do not see any rewards. When working with managers, I will ask them, Where is the reward to employees for implementing your change? Without a reward, there is no motivation to support the change over the long term. This often means that organizational reward systems must be altered to support the change that management wants to implement. The change does not have to always be major or costly.
(3) Surprise and fear of the unknown.
对于未知的恐惧
The less the organization knows about the change and its impact on them, the more fearful they become. Leading change also requires not springing surprises on the organization! The organization needs to be prepared for the change. In the absence of continuing two-way communication with leadership, grapevine rumors fill the void and sabotage the change effort.
(4) Peer pressure.
同事间的压力
Whether we are introverted or extroverted, we are still social creatures. Organizational stakeholders will resist change to protect the interests of a group. This could be employees resisting change to protect their co-workers. Managers will resist
(1) Loss of status or job security in the organization.
失去现在的位置和工作的保障
It is not our nature to make changes that we view as harmful to our current situation. In an organizational setting, this means employees, peers, and managers will resist administrative and technological changes that result in their role being eliminated or reduced. From their perspective, your change is harmful to their place in the organization! Forcing the change has its place. This approach alone is ineffective however. Managers who overuse this approach will harm their effectiveness over the long term. Without a thoughtful change strategy to address this area, leaders will trigger strong resistance and organizational turnover.
(2) Non-reinforcing reward systems.
没有增强利润
There is a common business saying that managers get what they reward. Organizational stakeholders will resist change when they do not see any rewards. When working with managers, I will ask them, Where is the reward to employees for implementing your change? Without a reward, there is no motivation to support the change over the long term. This often means that organizational reward systems must be altered to support the change that management wants to implement. The change does not have to always be major or costly.
(3) Surprise and fear of the unknown.
对于未知的恐惧
The less the organization knows about the change and its impact on them, the more fearful they become. Leading change also requires not springing surprises on the organization! The organization needs to be prepared for the change. In the absence of continuing two-way communication with leadership, grapevine rumors fill the void and sabotage the change effort.
(4) Peer pressure.
同事间的压力
Whether we are introverted or extroverted, we are still social creatures. Organizational stakeholders will resist change to protect the interests of a group. This could be employees resisting change to protect their co-workers. Managers will resist