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Change: Reasons for Resistance

Resistance in the Change Management Process

Resistance is normal in the change management process. Persistent resistance however, is going to threaten the success of a project. Change leaders need to manage resistance when they are managing organizational change.
As mentioned, resistance is normal and it is expected since change is a very disruptive and stressful process. Moreover, some degree of skepticism is healthy and it is going to help identify any weakness in the proposed change.
To help change agents manage resistance, here are some of the most common reasons why resistance occurs.
1. Self Interest
2. Low Tolerance
3. Misunderstanding
4. Disagreement regarding need for change
There will be some individuals who will only be focused on how change is going to affect them. Low tolerance to change can come from insecurity and it can also result from a different assessment of the situation.  Misunderstandings may result from a lack in communication and from not providing enough information. There may also be some disagreements as to whether change is really needed.

change management

Change Management

“Set realistic change, know when and when not to change, decide, and then be committed to change “

Organizational Change Management

In organizational change management, it is important to look at some of the barriers that can also lead to resistance. They include:
• Power Structures Already in Place
• Failed Previous Change Attempts
• Work Group Resistance
• Loyalty to Existing Processes or Relationships
• Preference of Current Agreements
• Differences in Ambition
• Difficulty With Performing Well in New Situations
Change managers will also find that fear is one of the big reasons for resistance. Employees are in an organization undergoing change most likely afraid of the following:
• The Unknown
• Decrease in Income
• Possible Loss of Job
• Possible Loss of a Position/ Loss of Power
• Loss of Already Acquired or Potentially Acquired Skills
Resistance may also happen as a result inappropriate change management strategies. The most common cause of resistance in this area is failure in explaining the kind of change needed and the reasons for it. A failure to build trust and security coupled by poor relations with employees will also lead to resistance.


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