When individuals go through change, they will have feelings of resistance. This may be to the actual content of the change, ie what is changing, or the process of the change and how the change is happening or being communicated. This may be due to how change has been experienced in the past or an individual’s perception of the change. For example, if a team member feels that they are not good with computers and they don’t trust them, introducing a fully automated dispensing system may make them feel nervous.

There can be many reasons for resistance to change, including threat to status, concerns about ability to work in the “new world”, worries about job security, a loss of control and lack of certainty about the workplace and role. Trying to diagnose the cause of resistance can help to work out where to focus any effort to address issues. For example, if the worry is about ability, providing training will help.

It may be useful to think about resistance differently – that all employees have a right to raise concerns and challenge the reasons for change. Be prepared by having a clear understanding of what the change is designed to do and what the benefits will be. This will help you to explain it to others.

Being honest throughout the process also helps to build up levels of trust. Resistance may actually bring benefits, such as getting people to talk about what the issues are, allowing potential solutions to be found, ensuring that management teams re-evaluate their communication strategy and confirming whether the change really is needed.

Prepare for resistance and help to minimise it by involving people in the planning process, being clear about the need for change, and trying to change only what needs to be changed – allowing people to keep hold of other aspects that make them feel comfortable. Remember that, as well as technical training, there may be a need for other activities such as teambuilding, coaching or improving self-confidence.

 

The next step is to put these ideas into action. Finish by recording your learning outcomes.