Managing Resistance To Change

 

Managing Resistance To Change

In the world of fierce competition and narrowing to change governments, change is inevitable for any organization and critical to the profitability and survival. However, any change, whether in technology, strategy or personnel, has the potential to cause a disruption in the work of the organization and modes of interaction.

Yes, people tend to resist change if they were not sufficiently informed. The reasons are usually their own insecurities on economic losses, uncertainty, inconvenience and a sharp break in the pattern of social life.

Strategic management has a few basic ingredients, such as reward systems, operations, culture, personnel policies, training, corporate social responsibility, etc. Often the re-orientation is best avoided, because it is not easy to get everyone to understand, think and act strategically in the same spirit. We find that when the space to show their resistance to change, employees often resist the implementation of the strategy, absenteeism, sabotage of machines that spread destructive rumors, false complaints about ventilation, etc.

Often, resistance to change is noticed, simply for lack of knowledge and understanding of their needs.

How to manage change resistance

Effective Communication - Communication is the key to preventing misinformation and rumors. It helps to allay fears and makes everyone in the organization feel part of the implementation strategy.

Good planning, setting a stage for change is as important as the completion of the next. The proposed amendments must be prepared in detail so they can keep a reasonable time, without resorting to frequent changes. It is also important to allow time to reflect on the different consequences. This will include storage, relocation, education, financial expenses, the perceived need, the impact on morale, reward structure, etc.

Lobbying-No changes can occur without a lesser impact on someone or something else. It 'so important to provide an umbrella to protect employees who may be more likely to suffer some damage to its implementation. Never adopt policies that will lead to lower wages, lower quality or make up the classification of professions.

Management strategies for men employees who are likely to be reduced or be unhappy with the change must include -

Voluntary transfers

Allowing them to bid for new jobs / grades.

Give quotas generous, where cuts are inevitable, so that employees feel that their interests were adequately addressed.

Ensure that the dignity of workers is maintained.

Rewarding those who respond positively to change.

Provide opportunities for recycling

Ensure higher wages for demanding jobs.

Providing appropriate financial incentives

Remember the old employees and to prefer them over the news.

Involve them in planning and implementing change

It is important for the development of organizational climate for change. Changes should be made gradually as possible. Remember, the more people tolerate the change of the revolution. Therefore, preparations for the change must be done to soften the transition.

Pragmatic approach to design can make a difference.

Posted in: Change Management