Change is inevitable in any organization.
For example, as a company scales, change will be required to account for the increased demand. Existing processes will need to change, and much of what was previously accomplished manually will need to be automated.
Change can be especially problematic at work as employees are known to resist change. Not only because it’s scary, but because it can make people feel exposed and unsure.
As organizations introduce change, it’s important to prepare for this resistance and to roll out plans for change in a thoughtful, strategic, and empathetic way.
Continue reading for five strategies organizations should consider when undergoing a critical change.
What Causes Resistance to Change?
To effectively manage employee resistance to change, it’s important to start by understanding its cause.
A recent study revealed that employee response to change is largely influenced by their perception of the following:
- Distributive justice: Employee perception about how the organization distributes resources, rewards, and outcomes.
- Procedural justice: Employee perception of the fairness of the processes and procedures used to make decisions about resource allocation.
- Interactional justice: Employee perception of their treatment and the effectiveness of the communication they receive about the change.
The study argues that when employees feel these three levels of justice are sufficiently high, they’re more likely to feel supported by the organization and develop positive relationships with their superiors.
This, in turn, leads to higher readiness for change and less resistance to change.
If your organization is going through a period of change, it’s vital to ensure that your employees feel they’re being treated fairly and respectfully.
5 Tips For Overcoming Resistance to Change
1. Communicate Effectively
During the change management process, there’s arguably nothing more important than developing a clear communication plan for all stages of the change.
This is a key component in improving employee perception of interactional justice.
According to BetterUp, without clear communication and transparency, employees are likely to struggle with the following:
- Defensiveness
- Decreased trust in leadership
- Insufficient time to prepare
All of this leads to pushback and increased resistance. There’s no quicker way to erode trust than to withhold information or share it haphazardly.
For example, if the change being implemented raises concerns about job security, get ahead of that by communicating accordingly.
This is especially important in today’s age of AI and automation since many employees are concerned about their jobs being replaced. This can lead to increased resistance to change—particularly if there isn’t sufficient communication—because employees don’t know whether the changes will result in losing their jobs.
Make sure you’re anticipating any potential concerns and addressing them during your communication strategy. Ideally, you’ll be providing answers to questions before they’re even asked.
2. Get Your Leaders on Board
Involve your leaders—specifically people managers—in decisions about change early and often.
Your leadership teams are most often the people representing decisions, so it’s vital to ensure those leaders understand the following:
- What changes are forthcoming
- Why decisions were made
- Their role in communicating any information
Leaders can also provide valuable input on potential roadblocks, allowing you to proactively address potential challenges.
Furthermore, your leaders often manage teams and will typically be the first to field questions from employees. Ensure your leaders are equipped with the information they need to answer questions, support the change, and allay concerns.
3. Involve Employees in the Change Process
Much like your leaders, identifying key employees who could serve as ambassadors for change can be hugely beneficial.
While it may not be logical to invite all employees into the conversation before the change is made, inviting a select group of employees to do so is a tactic worth considering.
According to Harvard Business Review (HBR), this involvement doesn’t mean letting employees make all the decisions but rather giving them a voice and ensuring their needs are adequately addressed in the change. This improves employee perception of procedural justice since they’re more likely to feel their voices are being heard and their needs met.
Once the change is rolled out, consider surveying all employees for their feedback. A willingness to listen once the change has been communicated demonstrates your commitment to your employees as part of the process.
You may also gain some valuable insight from this feedback that could present opportunities to continuously refine the changes you initiated.
4. Provide Support During the Change
One of the biggest drivers of anxiety when it comes to change is fear of the unknown.
Make sure your employees know that they’ll be adequately supported during this period of transition.
For example, if the change being implemented involves a new process, technology, or tool, provide appropriate training and access to resources to set employees up for success.
Check in with employees regularly throughout the transition period to make sure they have what they need, and if not, find ways to mitigate this.
5. Celebrate Successes
Change isn’t easy, so take the time to celebrate victories–even when they’re small.
Celebrating success can help reinforce the benefits of the change, build momentum, and increase employee morale. Celebrations can take many forms, including
- Recognition programs
- Team outings
- Public acknowledgments
These small steps can increase employee perception of your distributive justice since they’ll feel more appreciated for their efforts in the change process.
Help Employees Navigate Change With Teamraderie
Resistance to change is a common challenge that organizations must overcome to support business growth in this competitive landscape.
Effective communication, involving leaders and employees in the change process, providing training and support, and celebrating success are all strategies that can help to overcome employee resistance to change.
By implementing these strategies, organizations can ensure that change is embraced, not feared, and that their employees are invested in the success the change will bring.
If you’re scaling an organization or navigating change in other ways, it’s important to ensure employees are sufficiently prepared. Teamraderie offers a wide range of live, virtual experiences designed to boost team learning, improve trust, build connection, and more.
