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Resistance to Change: What it Looks Like and How to Recognize it Mini-Series Part 2

Writer's picture: Destree GodwinDestree Godwin

This is part 2 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: Different Ways People Express Resistance to Change 


  • Open Opposition 

This is the most obvious to spot! Some employees may openly oppose the change by voicing their concerns, questioning decisions, and challenging leaders. This form of resistance is direct & visible, and it can provide valuable feedback that leaders can use to refine their approach.  Despite the disruption it may cause, open opposition can actually be beneficial for the organization in the long run.

By openly expressing their objections, employees provide valuable feedback that leaders can leverage to refine their change management strategies. This feedback loop enables leaders to address underlying issues, improve communication, and adjust their approach to change implementation. Furthermore, addressing open opposition head-on can help build trust and transparency within the organization, fostering a culture of open dialogue and collaboration.

arguing as resistance to change

  • Passive Resistance  

Passive resistance, often referred to as covert opposition, is a form of nonviolent protest that operates through subtle actions and behaviors. It is a strategy employed by individuals or groups to express their discontent or disagreement without openly confronting the authority or the source of change. In the context of the workplace, passive resistance can manifest in various ways, making it challenging for leaders to identify and address effectively.

Employees engaging in passive resistance may outwardly appear compliant or even supportive of organizational changes, but in reality, they undermine these changes through their actions or lack thereof. This can include a deliberate delay in implementing new policies, a reluctance to fully participate in new initiatives, or a tendency to only perform the essential tasks while neglecting additional responsibilities.

The subtlety of passive resistance makes it harder to detect compared to overt forms of opposition. It requires a keen eye and a deep understanding of organizational dynamics to recognize the signs of passive resistance among employees. Leaders must be vigilant and proactive in addressing passive resistance to prevent it from derailing change efforts and damaging employee morale.


  • Emotional Responses

Resistance to change can manifest through emotional responses such as fear, anxiety, and frustration. When faced with changes in the workplace, employees may experience a range of intense emotions that can impact their well-being and performance. Fear of the unknown future, anxiety about job security, and frustration over disrupted routines are common reactions.

These emotional responses can lead to various stress-related behaviors among employees. Some may become irritable, finding it challenging to adapt to new processes or systems. Others might exhibit mood swings as they struggle to cope with the uncertainty brought by change. Additionally, certain individuals may withdraw from interactions or tasks, feeling overwhelmed by the magnitude of the changes taking place.

frustrated woman

  • Disengagement 

Disengagement is another common form of resistance. It often manifests when employees mentally disengage from their work, showing a lack of interest and motivation. This can result in decreased productivity, poor performance, and a negative impact on team dynamics. When individuals start to disengage, it can create a ripple effect, affecting the overall morale and engagement levels within the team. Employees who are disengaged may become passive, indifferent, and unresponsive to tasks and projects. They may withdraw from team activities, avoid collaboration, and fail to contribute ideas or suggestions. This can lead to a breakdown in communication, decreased creativity, and a lack of innovation within the team. Addressing disengagement requires proactive measures such as open communication, providing opportunities for feedback, recognizing and rewarding employee contributions, and fostering a positive work environment.


This week, we focused on looking at the 4 ways employees may react to changes when they aren’t fully supportive of the change. Next week, we’ll explore different key indicators to watch for that can help you identify when resistance to change may be a barrier to a successful transformation.  


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. Whether you’re thinking about making some changes and want some advice, or you’re in the middle of a change and you need a hand, we’re here to help with our OCM experts!  


 

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