People don’t like change, but in 2020 they have been forced to embrace a lot of it. A massive shift in the way we socialize, shop and work came upon us rapidly and without warning. Since people naturally seek comfort and walk through life as creatures of habit, this year has been disconcerting to say the least. Workforce change has been a driving factor in what we have had to face.
There are people in our society who are tasked with helping people through change, often providing the framework, rules and protocols necessary to help others embrace their changing environment. They help others deal with their resistance to change. given the extreme challenges of this year so far, we could all benefit from their knowledge and wisdom.
Why People Resist Change
Aside from the obvious fact that we crave the familiar, there are many reasons that experts say that people hate adopting change.
These are some of the more prevalent:
- A reactive (versus proactive) mindset, and resignation to what happens “to” them.
- Deep rooted values and emotional loyalty to the established things in their life
- Misaligned interests and beliefs
- Too much rapid, comprehensive change
- Communication barriers which impede understanding
- Change values opposite to organizational values
Interestingly, not coming in on the list of top reasons people hate change is that they don’t know how to change. There is simply a reluctance to do so. So how can this information help people to adapt to changing circumstances and environments? This is where the conversation lies.
Two Conversations About Workforce Change
There are two basic ways that management can have the conversation about changing work spaces and policies:
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- They can involve the employee in the change process, asking at key intervals what they think about the proposed change. This opens the door for deeper conversation about how this change will affect them, their life, their productivity. Some experts believe this can benefit management and operations overall, with a more invested and valued employee.
- They can provide instruction and direction, essentially telling the employee what to do and how to execute. While initially this may seem the harsher and less sensitive solution, it may in fact be better for the business. Understanding the often adverse reactions to change, managers and owners can avoid confusion by providing clear directives and information. Business owners should consider whether their method of communication will be accepted or resisted, based upon their workforce and the nature of the change. For instance, during the rapid COVID-19 shutdowns, entire workforces were quickly shifted from an office to their homes. In most cases it was incumbent on IT managers and other executives to provide clear instructions on how to set up at home, connect to the networks, attend meetings, and share work product. Leaving this to the individual employee would have likely ended in chaos. In these scenarios, most employees were not only willing to receive help, but they welcomed it.
But when people are not ready for change and they see an alternative, being told what to do is often seen as disruptive to their productivity. This is when the more open conversations may be the better route. In order to change long term behaviors and attitudes, you may have to understand where the resistance is coming from.
Many companies find that an established and sustained training and communication program keeps employees keyed into the direction and upcoming changes in the organization. If you are interested in setting up an effective training program for your Sarasota area organization but don’t know where to start, call the professionals at People HR Solutions.
