Resistance to change (What is it, Reasons and Techniques)

The resistance to change within the staff of organizations is a phenomenon that occurs quite commonly, and can be managed and improved effectively if they use the right tools at the time.

Change management is undoubtedly one of the most relevant tasks that must be carried out by the Human Resources section of any company, especially to avoid economic losses and also to facilitate labor well-being.

If you want to know more about the resistance to changeKeep reading this post where we will tell you all the necessary information so that you know how you should solve the problems of your company.

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What is resistance to change?

Resistance to change is how it is defined to all those situations in which people within an organization must modify habits or routines specific in their way of working, but professionals are denied by unfounded fears or difficulties when doing something completely new.

Each individual perceives it differently, it all depends on the previous experiences he has had, his capacities and Also the disposition that you have to face these changes, this resistance can be immediate, implicit, open or deferred.

What are the reasons for resistance to change?

The reasons can be varied, beyond the experiences or the age of the individual, the level of education or upbringing can be a great influence. Among the most basic reasons for resistance to change are the following:

• Habits: the human being is a rudimentary creature, that is why when changes are generated abruptly and without precedent, insecurity is generated when carrying out all the modifications.
• Emotional balance: this plays a very important role when having to implement the changes. Those with an acceptable emotional balance will be able to respond much better than those who are not.
• Fear of the unknown: changing the way work is carried out, a new sector manager, new colleagues are just a few examples.

How to manage change to avoid resistance?

By understanding an entire sector's motives for change within the organization's previous operation, it is easy to anticipate reactions and better manage the situation.

But many times this is not enough, so it is necessary to develop a strategy and manage it in the best possible way, you can try to ask yourself the following questions:

1. What changes do you plan to introduce in your work team?
2. What do these changes mean for the company?
3. How could the initial impact be?
4. In which sectors will the changes be made?

Once you have approximate answers to these important questions, it is time to put the actions into practice.

Techniques for managing changes

There are some techniques that you can use, including the ones that we are going to suggest below:

• Try to make the professionals involved participate in the changes, dedicate time to the people who will be seen affected to explain the reasons and what the changes will imply is extremely important at the time of a prompt acceptance.
• As the leader of the organization it is important that you take control, in a way that provides them with security, and an instinct of responsibility when starting with the changes.
• It is necessary that the change be announced in advance, before these start in full. In this way, those involved will be able to think about everything that is going to happen, they can adapt easier since they have previously analyzed it and it does not take them off guard.
• Explain to professionals how these changes can be beneficial for them in different areas. It is normal that each sector of work has certain difficulties, look for a way in which these are solved with the help of the changes you want to implement.
• Listen to the complaints that exist regarding the changes, know their real reasons for resistance and seek solutions, or give them a why so they feel like it's really a good idea to try to adapt promptly.
• Create rewards and efficient feedback. This helps the progress to be constant, if they see that their achievements and efforts are compensated and taken into account, they will be more willing to cooperate in a positive way within the change.

The need for an organization to be able to adapt to the new times is more than evident if it wants to stay on its feet, but the resistance to change will always exist as well, therefore functional methods must be sought to prevent it from getting out of hand. control.

As the leader of an organization it is necessary to create a good organizational environment for all professionals, and this can only be achieved through good management.