{"id":3333,"date":"2020-03-25T14:40:00","date_gmt":"2020-03-25T18:40:00","guid":{"rendered":"https:\/\/eptura.wpengine.com\/discover-more\/blog\/implementing-change-in-the-workplace\/"},"modified":"2024-09-10T00:34:21","modified_gmt":"2024-09-10T04:34:21","slug":"implementing-change-in-the-workplace","status":"publish","type":"post","link":"https:\/\/eptura.com\/discover-more\/blog\/implementing-change-in-the-workplace\/","title":{"rendered":"Implementing Change in the Workplace with Minimal Resistance"},"content":{"rendered":"

Implementing change in the workplace is something every company has to face as it grows and evolves. No matter how big or small, change is necessary to preserve momentum and adapt to external forces. Unfortunately, change at any scale is difficult and often met with resistance.<\/p>\n

Companies face a proverbial rock and a hard place\u2014force change on a resistant workforce or stick to what\u2019s familiar as it becomes antiquated. Because the latter isn\u2019t always an option, companies often choose the former and pray their employees learn to adapt.<\/p>\n

The downfall comes from thinking there are only two options to implementing change in the workplace. There\u2019s actually a third: empowering employees in the change process. Where the prospect of change can make people feel powerless, giving workers a level of control over how to make changes can garner their support.<\/p>\n

Resistance to change is natural<\/strong><\/h2>\n

Bucking change is a natural reaction for most people. We\u2019re creatures of habit and change is inherently the opposite of habit, which makes it immediately uncomfortable. Even change for the better can make people balk. There\u2019s an entire field of psychology focused on understanding the knee-jerk reaction to resist change.<\/p>\n

All this is to say, don\u2019t expect employees to embrace change\u2014at least not outright. Expect them to oppose it in varying degrees, from expressing simple concern to outright refusing to comply. Your reaction to their reaction is important. Don\u2019t escalate or infuse negativity into the situation or it\u2019ll make employees even more resistant.<\/p>\n

Introducing change is the epitome of fighting an uphill battle. What can you do to make it seem less a Sisyphean task and more the means to a positive end? Here are a few tips:<\/p>\n

Make change transparent<\/strong><\/h2>\n

Regardless of your strategies for implementing change in the workplace, make them transparent. Don\u2019t simply mandate change\u2014introduce the concept, explain it, and give the practical reasoning behind it. It may seem like you\u2019re opening the process up to scrutiny, but the transparency in sharing is exactly what employees need to quell their initial fears. It demystifies the change and shows your concern for their input and involvement.<\/p>\n

The simplest way to introduce transparency in change is to cover the five Ws:<\/p>\n