What Is Change Resistance? According to PROSCI, “Resistance is a normal human response to change, ” and change management is not just a tool for managing resistance reactively. It is most effective for activating and engaging employees in a change.”
Employees Resist Change Due To Several Reasons:
- Self Interest: When people fear losing power or something valuable in a changing environment, they resist it. They focus on the impact on themselves rather than the organization, often adhering to the status quo due to fear of losing control over resources or decision-making.
- The ‘Why’ of Change is Not Clear: Employees resist when they don’t understand the purpose of the change. If the reason for change, its benefits to individuals, and organizational gains are not clearly communicated, employees remain uncertain and lack motivation.
- Lack of Trust in Leadership: Resistance often stems from misunderstanding and lack of trust. If the change leader lacks credibility or if communication is inconsistent, employees show resistance due to mistrust and mixed messages.
- Fear of Overwork or Loss of Job: Employees resist change when they perceive increased workload, new skills requirements, or feel unequipped for the new role. This fear stems from concerns about job security or career loss in the new environment.
- Change Fatigue: Excessive change initiatives can lead to exhaustion and burnout among employees. Frequent changes diminish enthusiasm and create resistance to new projects or transformations.
- Tenured Staff: Long-tenured employees resist change due to their comfort with existing practices. They find it challenging to adapt to new ways, preferring the stability of familiar routines.
