20 reasons why employees resist change in the workplace
Post on 18-Oct-2014
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Explore 20 reasons why employees resist change in the workplace. In recent years, technological growth, the Information Age, changes in global economy and the business environment have forced organizations to change the way they do business. Whether we like it or not, change is here to stay. Any companies that will not make changes risk being left behind, forgotten, competitors driving them out of business or possible closure. In companies, managers, and supervisors are the ones who have to implement the changes cascaded down to them by CEOs or Directors. However, the traditional skills possessed by most managers do not include that of being an effective Change Agent. In these rapidly changing times, a ‘change management’ skill is needed for managers more than ever before. To further compound the complexity of change in every organizations, employees do commonly resist change for different reasons. So, see the 20 reasons why employees resist change in the workplace and how to deal with resistance.TRANSCRIPT
Reasons Why Employees Resist
Change in the Workplace
20
Agenda
Catherine Adenle
What is Organizational Change and why Change?
1
Facts about Change2
Characteristics of Organizational Change3
20 Reasons why employees resist Change4
Dealing with resistance to Change5
Adoption of a new idea or behavior by an organization (Daft, 1995).
Changing an existing organization to increase its effectiveness in achieving its objectives.
Catherine Adenle
What is Organizational Change?
Catherine Adenle
Focus or response to external or internal forces.
Changing customer preferences, growth, expansion, norms, economy and technological innovations.
Why Organizational Change?
In a recent study, 83% of CEOslisted “Substantial Change” as their biggest challenge.
IBM Global CEO Study
Catherine Adenle
75% of corporate change initiatives fail.
Harvard Business Review
Amongst the CEOs who got fired by the Board:
28% Mismanaged Change26% Ignored customers25% Tolerated low performance21% Denied reality
Harvard Business Review
Facts about Change
Catherine Adenle
Facts about Change contd.
Source:1) A.T. Kearney Best Practices Studies2) Uttam Narsu, “Successful Change Management Requires Focus on Key Metrics,” Forrester Research, April 20043) Alison Classe, “Special Reports - Takeovers - Against Human Nature,” Factiva, May 2004 4) John Kotter, “Why Transformation Efforts Fail”, Harvard Business Review
Factors Influencing Successful Business Results1)
LEADERSHIP PROCESSESAND
SYSTEMS
RESOURCES
POLICY & STRATEGY
PEOPLE BUSINESS RESULTS
IMPACT ANDEFFICIENCY
CUSTOMER SATISFACTION
PEOPLE SATISFACTION
Enablers Results
Catherine Adenle
Characteristics of Organizational Change
Catherine Adenle
6
Change Impact Dimensions
Characteristics of Organizational Change contd.
Catherine Adenle
Involvement in Organisational Change
Characteristics of Organizational Change contd.
Catherine Adenle
Resistance
Characteristics of Organizational Change contd.
NEW BEGINNING
Catherine Adenle
Resistance to Organizational Change
Resistance to Change may be 2 types
1
2
Individual
Organisational
Catherine Adenle
1
20 Reasons why employees resist Change
2
Loss of job
Bad communication strategy
Catherine Adenle
3
20 Reasons why employees resist Change
4
Shock and fear
Loss of control
Catherine Adenle
5
20 Reasons why employees resist Change
6
Poor timing
Lack of competence
Catherine Adenle
7
20 Reasons why employees resist Change
8
Office politics
Lack of reward
Catherine Adenle
9
20 Reasons why employees resist Change
10
Loss of support system
Former Change experience
Catherine Adenle
11
20 Reasons why employees resist Change
12
Empathy and peer pressure
Lack of trust
Catherine Adenle
13
20 Reasons why employees resist Change
14
Lack of connections to:
Lack of people aspect of Change
Catherine Adenle
15
20 Reasons why employees resist Change
16
Poor planning
No clarity
Catherine Adenle
17
20 Reasons why employees resist Change
18
Out of comfort zone
Denial
Catherine Adenle
19
20 Reasons why employees resist Change
20
Resistance is normal
Loss of identity
Catherine Adenle
Ways of dealing with resistance to
Organizational Change
How to deal with resistance to Organizational Change
2
3
1
4
5
6
7
8
Communication
Education
9
10
Participation and involvement
Negotiation and agreement
Explicit and implicit cohesion
Enablement plan
People and process alignment
Reward and recognition
Supportive culture
Training
10
CCCCatherine’s Career Corner
Catherine Adenle
http://catherinescareercorner.com
@catherineadenle