Welcome to the Acme thingamajig company.

Acme has been making thingamajigs, doohickeys and whatchamacallits for over 50 years. But developments in the marketplace and new technology mean the company needs to change.

Unfortunately, not everyone is happy about it. Many employees are resisting the change. How can Acme get them all on board?

There's no simple solution for overcoming resistance to change because people's reasons for resisting are individual and varied. The real key is to understand why each person is resisting.

But there are some practical ways you can minimize resistance.

In Distribution, we find Rajesh. He doesn't understand why things have to change. Proactively explaining the problems facing the company would have helped him to understand the need for change from the start.

Amelia is a programmer. She understands the problems, but thinks the solution is completely wrong and won't work. She would like to have been consulted when the change was planned. And she makes a good point. Her technical knowledge might've contributed to a better plan and her involvement would probably have got her invested in the change.

Pawel looks after administration. He's worried that he doesn't have the skills he'll need in his new role. Pawel's fear shows the need to have relevant training and development in place, and for making sure that people know it will be available.

In the Research and Development lab is Antonia. She's worried the new setup will affect her relationships with friends at work. A lot of resistance to change happens for personal, rather than professional, reasons. A one-to-one meeting with Antonia would help you to understand her concerns and see if you could help with any negative effects on her relationships at work.

Lupita is in marketing. She says she's completely behind the change, but isn't actually changing how she works. This case is the most complicated. Even Lupita may not know why she isn't changing. Getting to the root of her resistance is the key. Keegan and Lahey's "Immunity to Change" system could be the way to do this. If all else has failed, this system can uncover the hidden reasons employees fail to change, and help them to address their own, often unconscious, barriers.

Dealing with resistance to change can be challenging. But, by openly communicating with employees, involving them in the change process, providing training, and listening to their concerns, you can minimize resistance and give your change program the best chance of success.

© 2022 Mind Tools by Emerald Works Limited.