How To Deal With Resistance to Change at Work
WHAT IS CHANGE?
Before studying the resistance to change in an organisation, one has to study what is a change in an organisation. Change is doing something different from routine work. An organisation always require some changes that occur at different points. Change is also very essential in an organisation for its growth, no doubt it is uncomfortable at first, but the results are very promising.
Change management can also be considered as a systematic approach that helps to deal with the transformation in the targets of the organisation and its technologies or processes. The basic idea of change management is the implementation of the strategies that affect or control the change; it is also useful for the people in the organisation to adopt the change. There is a structure of these strategies that help to deal with it and be prepared to come to deal with bad business practices. For the better learning of bad business practices, you must read the article bad business practices that you must get rid of.
WHAT IS RESISTANCE?
Resistance can be explained as a response that comes due to the change that occurs immediately. It is as healthy as change is but all it requires is to manage it effectively so that it works positively. It is the action of the individuals and groups that are observed whenever they feel some change in the working conditions. We can also refer to the resistance in the form of objection to sales and disagreement in the common discussions in organisations.
HOW TO RECOGNISE RESISTANCE TO CHANGE IN AN ORGANISATION?
There are different situations in the organisations that can help us observe resistance to change. Sometimes, people tell you directly that they are not happy with the change that has recently occurred but sometimes they change their behaviour or working habits that make you know that they do not appreciate the change.
Most of the times, it is less obvious to the management. People who tend to speak are less prone to resist instead of people who do not say anything. But it is more difficult to manage silence rather than managing the open discussion. The people who are in a state of resistance might deteriorate the quality of work instead of complaining in the open. They also demotivate others towards the change; then it becomes difficult to implement the change in the organisation. People do not find enough time to handle these types of situations.
HOW TO DEAL WITH THE RESISTANCE TO CHANGE?
There are certain tips and strategies that can help you to overcome the state of resistance to change in the organisation.
- Better structuring of the team
The major resistance comes when we assign the task that cannot be easily done by the employees. This is the duty of the leader to know the skills and capabilities of the employees so that he can assign the task as per their competencies. It will help them to work on the things they like to do and make them more passionate about it, and they will be happy doing it. If we give them small targets that will utilise their skills, it will be easy and motivational for them to work on it. For the proper growth and the development of the team, one should assign the task so that the employees do not feel it difficult to work.
- Targets should be achievable and engaging
Being the leader of the team, you should be very clear in defining the goals of the employees. If you are making the employees face challenging situations, they will also learn to come out of it but one thing you must keep in mind that the situation does not over-stress them. Dividing the big things into small milestones will help them to achieve the targets and move towards their success and the growth of the organisation. The goals to be achieved should be looked at as the factor of progress.
- Resolving the contradictions
If you observe and get to know about the conflicts in the organisation, you should not face any time in resolving them so that they do not grow further. Direct communication is the best way to resolve the conflicts that are troubling the organisation and the people working under you. You should encourage the openness of the thoughts and honesty in the communication of anything in the organisation. The leader must Inspire the people to maintain an environment that brings the trust among the employees and also make them respect each other.
- Be passionate
There should be passion in your communication which will help you to motivate your team and make them work effectively and efficiently. They will be more interested in working in future when they will see their leader so much motivated and interested in talking to them. They will be happy to see this change and accept it happily. These are the situations when people feel start respecting you more and work as per your directions.
- Being influential
If you are a leader, you must engage your employees in the situations of change by putting so much of positive energies in them and influence them to work with zeal and enthusiasm. One thing will also inspire them is sharing your experiences with your team. If you are also going through the tough situations, you can share them that how you came out of it. In this way, they will be motivated even if they are facing tough situations.
- Endow more innovation
The team members when coming up with the latest ideas and techniques, you should encourage them. Sometimes, they can come up with better ideas that can lead the company to success. Asking them for the feedback is no harm, it will be more comfortable for them to share their views and be outspoken so that you can easily work on it.
You should pay attention to the opportunities that come your way so that you can utilise it in a better way rather than being authoritative. If you influence them to be innovative, they will discover more creative solutions to the challenging situations and they will learn to be more practical in the challenging situations. It will be easy for them to be a part of the change process. But you have to make them learn rather than just ordering them.
- Be supportive to your team
If you are introducing some change in the company, people will find it quite difficult to adapt to the situation and accept it positively. In such situation, the leader comes into the role and support his team. The team always need the support of his team in tough situations to deal with it because a leader can inspire and motivate his team. His words work effectively, and they work in a better way. But you have to maintain a positive and professional environment in the organisation to make them work as per the requirement. The people working with you would expect you to deal with the change so that you can inspire them, and only when they feel comfortable to share their thoughts.
- Be aware all the time
Sometimes, the problem lies with the awareness and the understanding; we do not think about the situations that can occur after the resistance. There are many distractions that do not let us focus on our work and avoid certain circumstances. But once you are aware of the situations that occur under resistance, you can deal in a better way with the challenging situations. It is not always easy to be aware all the time but to be precise we have to be focused for a couple of days most often. You have to be aware that what you are doing at present should be of utmost importance so that you know what to do on a priority basis.
- You need to be focused
While starting the day, you should know what you have to achieve and what are the things you need to work on. It is obvious that you cannot accomplish all the targets in a day, but you have to work on the things that are on your priority list. It will help you to complete one major thing at least. It will help you to be more focused. After the achievement, you need to further move to the next small things that will help you to pave the path to the success. If something is distracting you, you need to come back and then follow it.
Thus, there can be resistance at any time, but the major point is to deal with it and manage the things properly for the better functioning and effective learning.