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Employees who resist change should be fired
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George.Hubner followed this discussion
Employees resist change in the workplace because of various reasons. The major reason why employees resist change at work is that of bad execution and management of change. I love change management, but I hate any change that is badly introduced and woefully managed. In recent years, technological growth, the Information Age, changes in the global economy and the business environment have forced organizations to change the way they do business. Unfortunately, whether we like it or not, change is here to stay. Any companies that will not make changes risk being left behind, forgotten, risk competitors driving them out of business or possible closure.
What do you believe are some of the reasons behind employees being resistant to change?
celia-rodriguez followed this discussion
Fear of the unknown. I have clients who have changed their whole business strategy, and others who have changed a simple software system and the fear is the same. The companies that break down the resistance best are those that can convince the employees that things will be better with the changes.
Over time, employees become comfortable with the knowledge they possess, the skills they have mastered, and the nuances of their jobs. This is what gives them a sense of competency. Change threatens this safety.
Failure to communicate is a classic symptom of poor change management. And there are lots of reasons why management often fails to communicate. For example:

1. They don’t feel the changes are important enough to mention
2. They’re worried about the impact of the changes
3. They simply forget that employees also need to know
Though some people thrive on a new set of challenges, others wince and feel vulnerable. Change, for them, means learning new skills and giving up the stuff they’re great at.
No one wants to accept new responsibilities only to mess up and look bad.
Change often alters a team’s structure, which in turn may alter who reports to whom and who gets the final say on what. Some rightfully fret that their current position and status may be lessened or even threatened.
Change often alters a team’s structure, which in turn may alter who reports to whom and who gets the final say on what. Some rightfully fret that their current position and status may be lessened or even threatened.
In this situation, employers must be sensitive to the subtleties of status. They need to preserve the social status of those who are most affected by the change initiative
There’s a reason people have habits and stick with them. Habits are familiar, and people like what’s familiar. Take away my morning coffee and paper, and I get grumpy. Take away someone’s routine and replace it with something unfamiliar, and you’ll create anxiety and, in turn, resistance.
In order to create safety for others, it’s best to implement change incrementally.
Resistance to change is a natural reaction when employees are asked, well, to change. Change is uncomfortable and requires new ways of thinking and doing
A smart employer is building a team. That means having invested individuals that are passionate about the business. If you find you have employees who resist change, perhaps you should look at"why". Are your hiring processes broken? If not there, certainly look a the work place environment you are creating. A smart employer knows how and when to make changes to the company in a way that employees will respect . Often times managers are out of sync with their employees, and top company execs will act too quickly, not conduct enough field investigations, without enough information to make a proper change. Then to add insult to injury, said company will give very little details on a change or restructure, leading to rumors. This leads to panic. People handle panic in unintelligent ways. If you are building a true business, you will have key managers who value their employees, you will implement changes in a way that is not surprising to employees and will not cause fear but will be met with respect.
Maybe when people resist change, it's not because they are stubborn or old-fashioned, but because there is something going on in the workplace that makes it difficult for them to jump on the bandwagon.
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If you ask people in an organization to do things in a new way, as rational as that new way may seem to you, you will be setting yourself up against all that hard wiring, all those emotional connections to those who taught your audience the old way – and that’s not trivial.