Overcoming Resistance to Change
You've mapped out the perfect project plan: compelling data, clear objectives, and an airtight implementation plan. Then reality walks in: a coworker who remembers “the last time,” ready to spike the watercooler with a splash of skepticism. Despite your best intentions, human emotions have entered the chat.
Change creates uncertainty, and nobody likes uncertainty, especially not at work. Resistance to change is not only a natural human response, it’s a fundamental reason change management exists as a discipline. But resistance isn’t only a chemical, biological response driven by self-preservation; it can be completely rational, measured, and justified. Perhaps the change involves restructuring and individuals’ roles are changing in significant ways. Maybe employees are feeling “change fatigue,” from navigating other recent change efforts. Or maybe your organization has a notoriously spotty track record of success managing change. (See: the vocal skeptic sowing doubt at the watercooler.)
The good news is, awareness is half the battle. If you can proactively forecast when and where you might encounter resistance, you can work with it rather than against it. In order to do that, you first need to understand the different types of resistance you might encounter, from passive to active:
Armed with an understanding of how resistance manifests, from passive to active behaviors, you can set up your change initiative with proactive measures.
1. Communicate Early, Often, and Consistently
Clearly explain the reasons behind the change, its benefits, and potential impacts. Transparent communication builds trust and reduces uncertainty.
Don’t overlook the importance of managers and team leads in delivering key comms. Employees look to their immediate supervisor for guidance and buy-in.
2. Engage Stakeholders
Involve affected employees in making key decisions about the change process to foster ownership and commitment.
Encourage employees to embrace change by presenting choices whenever possible rather than handing down mandates.
3. Activate Sponsors
Ensure leaders at every level are visibly and actively supporting the change initiative. Disengaged leadership can amplify resistance.
Identify influential employees or "change champions" who can lead by example and advocate for the initiative.
4. Provide Support, Training, and Coaching
Equip employees with the skills needed to adapt to new processes, and create clear pathways for problem-solving and troubleshooting.
Offer ongoing support during transitions to reduce anxiety and improve productivity.
5. Listen Closely and Celebrate Loudly
Establish clear lines of communication with those on the front lines to understand impacts and trends and adjust course as needed.
Identify key metrics to track outcomes and find opportunities to celebrate progress, tell success stories, and reward effort.
Consider the title of this blog: “Overcoming Resistance to Change.” It’s important to think about resistance as something to mitigate and navigate, rather than eliminate. You’re never going to convince every single person to view change in the same light, and that’s a good thing. In change initiatives, as in life, we benefit from a diversity of perspectives. When employees are asking hard questions, it drives a more considered approach—and it means you have an engaged staff that cares about the direction of the organization and their role in it. Long live the resistance.
