Managing Resistance To Change

Managing Resistance To Change

In the world of fierce competition and changing constraints on governments, change is inevitable for any company and determine their viability and survival. However, the change has been technology, strategies, or work, is the possibility of interference leading to organizational activities and mode of interaction. Of course, people tend to resist change, if you do not have enough information about it. The reasons are usually economic losses had with their uncertainty, uncertainty, discomfort and a sudden failure in the structure of social life.

Strategic management has a few basic ingredients such as reward systems, operations, culture, HR policies, training, CSR, etc. frequent reorientation best avoided because it is not easy to get everyone to understand, think and work strategically in the same spirit. We see that as a way to show their resistance to change, workers are often reluctant to implement strategy by absenteeism, sabotage of machines havoc, wild rumors, spreading false complaints, etc.

Often, resistance to change is noticed, simply for lack of knowledge and understanding of their needs.
How to handle resistance to change
Effective communication - Communication is the key to avoid misinformation and voice mongering. It helps to dispel the fears and makes everyone feel part of the organization in implementing the 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.

Protection of interests, no change can occur without a lesser impact on someone or other. It is therefore important to provide an umbrella of protection to employees who are potentially likely to suffer damage to your application. Never implement a policy that leads to cuts or makes a lower grade in the classification of jobs is concerned.
Common management strategies for employees who are likely to be dismissed or be dissatisfied with the change should include -
Voluntary transfers
The Member States were allowed to submit bids for new jobs / higher grades.
Enter your generous allowance in cost-cutting is inevitable, so that employees feel that their interests have been adequately addressed.
Make sure that workers' dignity is maintained.
Rewarding those who respond positively to change.
Provide opportunities for recycling
Make sure you pay more for more demanding tasks.
Provide appropriate financial incentives
Remember the old employees and to prefer them over the news.
Involve them in the design and implementation of change
It 'important to develop a working environment that promotes change. The changes should be made as smooth as possible. Remember that people can tolerate much more evolution than revolution. Therefore, preparations must be made in such a way that smooths the transition.
Pragmatic approach to design can make a difference.

Posted in: Change Management