.png)
This post is part 1 of a 4 Part Mini-Series On Resistance to Change: What it Looks Like and How to Recognize it.
Implementing change in any organization can be challenging, as resistance to change is a common obstacle that companies often face. Recognizing the signs of resistance and understanding the different ways it manifests is a crucial first step in managing & overcoming it effectively. In this 4-part mini-series, we will cover the ways you can identify if you’re facing resistance to change – as sometimes identifying resistance to change isn’t as intuitive as people think!
What Resistance to Change Looks Like: What trends to look for among your employees.
Decreased Productivity.
A noticeable drop in productivity can be a clear indicator that employees may be struggling with, or resisting a change. While you should anticipate a blip in productivity during any change, a more dramatic drop or sustained drop in productivity is a good indicator that there are problems brewing. Such declines in productivity could stem from various factors, including but not limited to employees feeling overwhelmed by the new processes or procedures, experiencing uncertainty about their roles, or lacking the necessary skills or resources to adapt effectively to the change. It is crucial for organizations to proactively identify and address these challenges to prevent them from escalating further and negatively impacting the overall performance and morale of the workforce.
Increased Absenteeism.
When employees are resistant to change, they may start taking more sick days or finding excuses to be absent. This behaviour can also arise from change fatigue – when they’re feeling overwhelmed by too many changes. Absenteeism trends during change implementations can be a powerful indicator that there is a problem. Monitoring absenteeism trends during change implementations is crucial for organizations as it can serve as a valuable indicator of underlying issues within the workforce. A sudden or sustained increase in absenteeism levels can signal that employees are struggling to cope with the changes, feeling disengaged, or experiencing stress and uncertainty about the future.
Negative Attitude & Low Morale.
Employees who are not on board with changes often exhibit negative attitudes when discussing the change in a formal or informal setting. They might express dissatisfaction openly or through more subtle cues like sighing or disengagement during meetings. Low morale & a general lack of enthusiasm during a time of change is a telltale sign that not everyone is on board. This lack of alignment with the proposed changes often leads to low morale across the team or department, creating a palpable sense of apathy and reluctance towards embracing new initiatives. It is crucial for leaders to address these signs of resistance promptly to prevent them from escalating and affecting the overall success of the change process.
Poor Communication.
A lack of communication or increased misunderstandings can be a symptom of resistance. Employees may withhold information, avoid discussions about the change, or fail to provide feedback. All of these behaviours can indicate they may not be supportive of the new direction. Such resistance can stem from various factors, including fear of the unknown, concerns about job security, or doubts about the effectiveness of the proposed changes. Addressing these communication gaps and misunderstandings is crucial in order to foster a more open and transparent environment where employees feel comfortable expressing their thoughts and concerns.
Active Sabotage.
In extreme cases, resistance can manifest as active sabotage. This includes deliberately undermining change efforts, spreading rumours, or intentionally disrupting processes. These behaviours can significantly hinder progress and contribute to a toxic work environment. When resistance reaches this level, it not only poses a significant obstacle to progress but also creates a toxic atmosphere within the workplace. Such behaviors can erode trust among team members, damage morale, and impede the overall success of the organization. Addressing and managing resistance effectively is crucial in fostering a positive and productive work environment where everyone is aligned towards common goals and objectives.
This week we focused more on general trends that you can observe in the workplace that can indicate employees aren’t on board with changes. Next week, we will focus on looking at the 4 ways employees may react to changes when they aren’t fully supportive of the change – these are early signs you’ll want to watch for!
Did you know that A&A consulting can provide you with change experts to support your transformations? We can also provide expert-led training to your team to build your capacity to support changes & transformations internally.
Want great HR tips, tricks and best practices sent straight to your inbox? Sign up for our FREE quarterly newsletter! Even if you never need our services, we'll help you stay up to date on a range of HR topics and issues.
Comments