Why are Employees Reluctant for Organizational Change

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Why Are Employees Reluctant For Organizational
Change
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It is vital for leaders change-makers to
understand why employees resist change in the
workplace.
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Understanding why employees are reluctant to a
change will help your organization execute change
successfully.
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There are various factors that can cause
employees to resist change in the workplace.
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Here are the factors that instigate your
workforce against organizational change.
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Empathy peer pressure
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Organizational stakeholders will resist change to
protect the interests of a group, team friends,
colleagues.
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It is normal for employees to resist change to
protect their co-workers.
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This could be pure because they sympathize with
their friends because of the change that has been
forced on them.
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Managers too will resist change to protect their
work-groups or friends.
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Previous change experience
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Our attitude towards change is partly influenced
by the way we have experienced a change in the
past.
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If an employee has handled change badly, then he
has good reasons for rebelling against it.
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Moreover, how employees families reacted to
change earlier is going to affect the way they
view change.
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People accustomed to the same values and ethics
may find it difficult to appreciate the diversity
of todays workforce.
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Loss of support system
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Employees already in their comfort zone, work
with the managers they get along with have
predictable routines.
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They know this support system will back them up
during challenging times.
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Changing the organizational structures may shake
their confidence in their support system.
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They may worry about working in a completely
different environment where there will be no one
to support them.
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Conclusion
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Organizations must develop a high degree of trust
each employee must be treated with dignity
respect.
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When the organization takes care of the need of
its employees, then there will be less resistance
to change.
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