Workplace change can be challenging for employees and employers. That’s especially true if it happens frequently, or suddenly. In some cases, resistance to change can develop, which is problematic as it can stifle business growth and productivity. It can even bleed into workplace relationships, affecting the work environment and staff wellbeing.
In this article, we look at why resistance to change in the workplace develops, and discuss some ways that employers can help teams to overcome these barriers.
Let’s dive in!
What drives workplace change?
Workplace change happens for various reasons. There are internal factors, like new leadership, or cuts to staffing that increase workloads. In other cases, the change happens because of external pressures and events. Changes in government, policies and legislation, new technologies, and shifts in the economic environment can all force businesses to change the way they operate.
Why is change difficult?
In June 2024, Price Waterhouse Cooper released their Global Workforce Hopes and Fears survey which took a deep dive into the way that the workforce globally feels about change. As you’d expect, it picked up some consistent fears and concerns around change from those who responded to the survey:
- Staff don’t buy into the change or understand necessary
- Staff feel there is too much change, they are tired out
- Staff worry that the change will affect their job security
- The change affects team dynamics
These concerns are understandable, and they can lead staff to become stressed and burned out. Over time, this can lead to resentment and resistance to change, especially when organisations don’t listen to the concerns and don’t treat their employees as partners.
3 tips for successful workplace change
When staff don’t feel connected to the “why” behind change, it becomes something that managers are doing “to” them, not “with” them. Here’s how to navigate change successfully:
- Communicate clearly and openly. Trust between employer and workforce is essential in any change process. And clear, honest communication is the key to building genuine trust and understanding. Explain the reasons for each change, be honest about the possible impact of the change, and encourage your team to provide feedback. When employees understand the “why,” they’re more likely to get on board and support the transition.
- Involve your employees early. Change is best done with people, not to them. So, engage your team members in planning for change and allow them to shape the process. This will give them a sense of control and ownership which helps reduce their stress levels and resistance.
- Plan a team building day. Change can lead to strained nerves and strained team dynamics. When that happens, bringing the team together outside the office can help rebuild trust. You could focus on health and mindfulness with well-being activities, or get brains working together with problem-solving exercises. Or why not simply enjoy a fun, relaxing day away from the office to strengthen your team’s team bonds?
Change can be tough, but it’s also an opportunity for growth. If you approach it thoughtfully and prioritise your team’s input and well-being, you can build an agile and resilient workplace that adapts together.
See Events is a professional event planning and management company based in Cumbria. We support businesses to deliver team building events that bring them closer together. From wellbeing days to cookery challenges and team games, there’s something for every group. Contact our friendly team to find out how we can help!
