Resistance to organizational change: characteristics, causes and what to do
Let's see what resistance to organizational change is, how it limits companies, and its solutions.
Human beings are creatures of habit and this can be seen in the workplace. Everyone prefers routine in the workplace rather than having to deal with change.
While we may like to vary from time to time, changes at work are generally frowned upon, especially because it means having to learn to do something new, having to leave the comfort zone and go through a process of adaptation, something that always costs us a little.
Resistance to organizational change is living proof of this.. Here we will explain what it is, what causes it and what can be done to manage it.
What is resistance to organizational change?
Resistance to change can be defined as the set of attitudes that employees of an organization experience when they are pushed into a process of change in their workplace, something that involves changing their habits and routines.This implies modifying their habits and routines.
Transformations in an organization can be seen as a source of uncertainty, which is why it is inevitable that some employees will show reluctance or oppose change. Generally, this is due to the following two reasons:
- Fear and distrust of the unknown.
- Aversion to the effort of having to learn to do something new.
Depending on how workers resist, we can speak of two types of resistance to change, we can speak of two types of resistance to organizational change.
Passive
Employees do not like the changes that are going to be introduced, but they do not expose it explicitly with words or complaints, but rather with attitudes and gestures.. They show a certain degree of discomfort in the form of internal denial, which is reflected in reduced productivity and may even lead to absenteeism.
Active
In this case, employees do express their discomfort in words, both among their colleagues and directly to their superiors.. This resistance to organizational change can become so active that it motivates behavior such as sabotage or strike action, and may even try to prevent any planned change in the organization.
Causes of resistance to organizational change
In any company in which an attempt is made to modify its habits, traditions and routines, it is to be expected that its employees will experience a certain degree of rejection and denial before definitively accepting the changes introduced.
This happens because, in spite of the fact that it can be explained to them that the changes will serve to improve the operation of the company, what happens is that they feel that they cannot handle the novelty of the changes. they feel that they do not manage the novelty nor are they the owners of it.. Naturally, not all people will experience the same degree of rejection of change, but some rejection is to be expected.
Among the causes behind resistance to change are.
Threat of individual power
Some managers are likely to resist change believing that their power will be reduced, even if only symbolically.The threat of change, even in a symbolic way, or is transferred to their subordinates.
2. Threat to organizational power
Changes may result in some groups, departments or sectors of the company acquiring more power.. As a result, people whose power is threatened or who fear being subjugated to the power of others will show some resistance to the new proposals.
3. Loss of control over subordinates
With the new changes, managers may find that their control over workers is reduced, which they will not welcome.This is something they will not welcome.
4. Increased employee control
Organizational changes can give employees more power. This means that they have to take on new responsibilities, sometimes much greater than they had before, something they may feel they have to do without.They may feel that they are not adequately prepared for this.
5. Fear of salary reduction
Changes in the company can be interpreted as changes in the salary and economic privileges of the workers, mainly interpreted as a more or less significant reduction of these privileges.The changes in the company can be interpreted as a more or less significant reduction of these privileges.
6. Getting out of the comfort zone
In many cases, changes in the company mean personal discomfort or make life difficult for employees at the beginning, since they were used to a routine that has suddenly been altered.
These changes mean that employees are forced out of their comfort zone, having to learn how to do new tasks.They have to learn to do new tasks, forget old methods and become familiar with new ones, a tedious process that causes dissatisfaction.
7. Reallocation of resources
When changes are introduced in the organization it often happens that certain departments and sectors begin to receive more resources, while others lose them.. This can generate tensions between the parties that make up the organization, and may cause those who lose part of their resources to consider this a theft or trampling of rights.
8. Changes in personal plans
Changes can disrupt everything, stopping plans, projects or other activities, both work, personal and family. This is, in fact, one of the main causes behind the resistance to change, for transformation may imply having to rethink in the short, medium and long term a number of aspects concerning the company and the personal lives of its employees..
9. Doubts about the process
If employees see change as something too abstract or do not really understand what it is for, it is normal for them to resist it. If they do not understand the true purpose of the proposed transformation, they are unlikely to be in favor of it..
As the human mind is generally pessimistic in the face of uncertainty, they assume that the new thing that is about to come must necessarily be bad and this awakens in them reluctance before its arrival.
10. Different assessments and perceptions
In the company there will always be a diversity of opinions about a proposal. As not everybody is going to agree with the changes that you want to apply, it is normal that some think that the new thing that is about to come is a bad idea and that, by telling the others about it, it will be a bad idea, and, by telling others about it, they will spread a bad opinion about the transformation..
11. Fear of the unknown
If the changes that are to come are not properly explained, it is totally normal that there is an atmosphere of uncertainty among workers. As we said, we tend to see changes as something potentially dangerous, and if on top of that we know absolutely nothing about what the results are going to be or they have not been explained to us, this fear of the unknown increases and motivates those who feel it to resist it.
12. Previous experience
Most of the veteran employees already have previous experience knowing that, when changes are introduced, they have to go through a time of learning that, although necessary, are not always easy, although necessary, are not easy or quick to acquire..
They know that transition is not an easy process and, if on top of that there is the background that the changes introduced by the organization in the past were a failure, there will be more resistance to organizational change.
How to promote organizational change?
Any change introduced in an organization will eventually provoke some resistance to it.. This is almost inevitable, since all workers feel that with the new changes introduced their daily routine is altered and they are forced to relearn how to do their job.
Fortunately, a series of tips and strategies can be followed to make the transformations to be promoted in the company better accepted and not seen as something so traumatic in terms of work.
1. Define objectives
It often happens that workers, after the changes have been introduced, do not know what they are for, despite the fact that they should work for something. The problem is not that there are no objectives, but that they have not been adequately communicated to the team, nor have the goals and dates to be achieved been explained. For this reason, it is It is therefore essential to clearly define the objectives and communicate them to the workers, so that they know why their routine is being changed..
2. Define the actions
The clearer and simpler the actions to be taken, the better. There is little point in explaining the general objectives to be achieved without talking about the details in the form of specific actions to be mastered.. By defining them, making it clear to workers what they have to do and how to do it, resistance to change will be reduced because, to begin with, workers will have no doubts about what they have to do.
3. Encourage participation
It is essential that all workers feel involved in the organization and the changes that are to come. It is necessary to provide the team with communication spaces where employees can comment on progress, if there is any kind of inconvenience in the introduction of changes in the company or if the expected results are not being achieved. in the introduction of changes in the company or if the expected results are not being achieved.
4. Taking care of communication
It is essential It is essential that all parts of the company are properly communicated, anticipating possible lack of information from employees. on the part of the employees. If workers do not know what they have to do and do not receive guidelines from their superiors, distrust and uncertainty arise, which is why it is so necessary to ensure that they receive timely information.
(Updated at Apr 15 / 2024)