Although resistance can be expected from any workplace transition, a change management program can help limit the drawbacks by addressing the most common reasons for resistance:
– Feelings of loss of control or that something is “being done to me.”: Change management helps employees understand the future state and allows them to contribute to its development, thereby giving them both perceived and actual control over the situation.
– Lack of understanding: Education and sharing helps employees understand and adapt to the desired future state, thus eliminating the damage that can be caused by erroneous information making its way through the rumor mill. Having the correct information will also help employees mentally (and possibly physically) prepare in advance of the change.
– Threats to the status quo: If things are working in the current state, why change? Change management helps educate employees about advantages.
– Concerns about a “ripple effect”: Some may be suspicious that this change is indicative of more changes in the near future; education will help alleviate this fear.
Lingering resentment: In the event that previous changes have not gone well, change management programs can help pinpoint the shortfalls and plan for avoiding similar traps.
Jodi Williams is a workplace consultant with HOK Advance Strategies, based in the firm’s Washington, D.C. office.
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