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Research indicates there is a natural resistance to change in almost everyone. Yet, if an organization is to remain viable in today’s fast-paced world, change is essential! However, your staff might resist change for a variety of reasons.
- The purpose of the change hasn’t been explained clearly or they don’t see how it will be beneficial.
- They’re worried they won’t be able to manage new assignments or they fear loss of jobs under the new system.
- They’re influenced by someone else who is resisting the change.
- They’re worried their status will be compromised when the change is implemented.
- They’re resentful because they weren’t informed or consulted before the change was put into effect.
Effective supervisors not only respond positively to change, but they creatively initiate changes as well. In large measure, your success as an innovator will be determined by your skill and diplomacy in getting people to respond well to change.
- Do you avoid impulsive judgments when an idea for change is suggested to you?
- When you get an idea of your own, do you think it over carefully before presenting the necessary changes to others?
- Before proposing a change, do you analyze how it might affect all individuals involved, both positively and negatively?
- In proposing change, do you pay careful attention to timing, and do you realize that promoting the change is often as important as the idea itself?
- When a major transition is required, do you make it a point to introduce the
changes on a gradual basis whenever possible?
- When change is "in the wind," do you encourage questions by responding to them as candidly as possible, and do you get your staff involved by soliciting their ideas and suggestions?