Why do employees hate change?18 Apr 2022
The COVID-19 pandemic, the Great Resignation and evolving technology have made change inevitable across industries. As a result, finding ways to effectively manage in unpredictable times has likely been top of mind for many of us. However, a report from Statista reveals only 28% of organisations report a culture of change management.
Instructing employees on how to handle change is certainly a growing necessity. But, before you can take steps to help your employees manage this uncertainty, it’s important to understand why your workforce is wary of change in the first place.
Here are four reasons why employees are resistant to organisational change in the workplace:
1) They feel a loss of control
Change can quickly make employees feel like they’ve lost control in a place where they’ve found autonomy and comfort. As leaders and people managers, it’s beneficial to leave room for anyone affected by change to continue making their own choices. Allow your employees to be a part of the plan for organisational modifications to give them ownership in the process.
2) It necessitates more work
You may experience resistance to change because of the extra work it requires for your team. Not only are your employees adapting to these changes, but they also have to deal with inevitable kinks along the way. It’s critical for organisational leaders to recognise the work involved in change and consider letting some employees focus exclusively on that. This might include introducing systems of recognition and reward for those who are helping to make your change initiatives successful.
3) They feel a loss of job security
When organisational modifications aren’t introduced to your employees in the right way, it’s easy for change to feel threatening. With the introduction of new technology comes an inevitable fear of being replaced or experiencing a role reduction. Leaders and managers like ourselves need thoughtful change strategies to reassure employees while transformations occur. Without this, you’re likely to see strong resistance and unnecessary turnover along the way.
4) Excess uncertainty causes stress and disengagement
Without proper communication in place, change can feel like walking into a situation blindfolded. Your people will be highly wary of organisational change if they’re left out of the loop on how it’s going to work and what they can expect as a result. It’s advantageous for leaders to create a sense of certainty through clear communication and simple steps — guiding our employees through the process.
Helping your employees manage change effectively
Change can be difficult for both our employees and our organisations. According to a recent report from Gartner, about 50% of change initiatives fail, whereas only 34% report clear success. Companies need resilience, agility and improved change management to help these modifications succeed.
The three most important elements for an effective transformation include:
- Change management training.
- A clear, fun and engaging communication plan.
- Executive sponsorship and oversight.
Change is constant. To guarantee seamless organisational transformations, it’s vital to train your leaders in effective change management or ensure the process is overseen by an expert. This will help your workforce feel empowered to take on change successfully.