6 STEPS TO MANAGE RESISTANCE TO CHANGE:
Understand why people are resisting the change. Reasons may include:
- They believe the change is unnecessary or will make things worse.
- They don’t trust the people leading the change effort.
- They don’t like the way the change was introduced.
- They are not confident the change will succeed.
- They feel that change will mean personal loss — of security, money, status, or friends.
- They’ve already experienced a lot of change and can’t handle any more disruption.
Encourage employees to openly express their thoughts and feelings about the change program.
Listen carefully to their concerns, explore their fears, and take their comments seriously.
Engage them in the planning and implementation processes.
Identify those who have something to lose, and anticipate how they might respond.
Help them find new roles either in your group or somewhere else in the organization—roles that represent genuine contributions and mitigate their losses.
Originally posted on HBR Answer Exchange (now defunct); Adapted from the book Managing Change: Pocket Mentor Series, Harvard Business Press