Dealing with Resistance to Change
Problems in organizations may occur, and the entrepreneurs may decide to have changed. When a change occurs, one of the most baffling issues the business executive faces is the employees’ resistance to change. The results of resistance are requests for transfers, an increase in the number of quits, a reduction in output, quarrels, strikes, and even a lot of troublesome in the place of work. Also, if changes must occur in an industry, a lot of force happens to all-important little parts where it has to take place (Lawrence, 2020). All changes can’t make the headlines, but in total, they account for much of our increase in productivity. Therefore, Companies always try to bring the solutions to deal with the resistance to change because they all have to remain running.
Communication is the key to success in any company. When resistance occurs, Companies should engage those who are opposed to a change. By doing this, they can actively see what their concerns are and possibly alleviate the problem promptly. By allowing employees time to give their input, it assures them that they are part of a team that cares about its employees (Yilmaz &. Kılıçoğlu, 2013). The constant conversation should be there between the C- Suite and the general employees about what is happening and what may happen in the future.
The organizations should get the people involved to participate in making the change. This should be done only to deal with the trouble which may arise because, as a practical matter, “participation” as a device is not the right way for management to think about the problem. They should understand the true nature of resistance, especially when it comes to social change. The human relationships change.
The actions which should be taken by the management should be very critical. They should emphasize new standards of performance for the staff specialists and encourage them to think of different ways and make use of the fact that signs of resistance can serve as a reasonable warning in directing and timing the changes.
References
Lawrence, P. (2020). How to Deal With Resistance to Change: Harvard Business Review. Retrieved from https://hbr.org/1969/01/how-to-deal-with-resistance-to-change
Yilmaz, D. &. Kılıçoğlu, G. (2013). Resistance to Change and Ways of Reducing Resistance in Educational Organizations. Retrieved from https://www.researchgate.net/publication/301292908_Resistance_to_change_and_ways_of_reducing_resistance_in_educational_organizations/citation/download