Resistance to Change and Human Nature
I have several theories on human nature and one of them is that people are afraid of change. Change, even for the better, is scary, and the fear of the unknown is something that no one wants to face. It’s easier to sit with your happy or even unhappy feelings at the moment than deal with future emotions that we do not yet know.
Let’s look at an example: moving to a new house.
People don’t necessarily think of this as a major life changer but it can be. When you leave your old house it’s difficult to believe that it’s gone. You then have to find the right places for your old furnishings, maybe consolidate or eliminate things as well. These changes are so hard to grasp that it manifests into fear…that life won’t be the same. And that’s scary: that feeling of losing familiarity and security.
Change, however, is a very much a natural condition of life, but in today’s über-busy world, it has become a stress-producer largely because of its frequency. It’s no wonder we resist at times!
Overcoming resistance to change within your company
Whether you are considering switching to a new software system (or making some other change within your courier company), there are ways to segue the transition peacefully.
1. Build A Sense of Urgency
For most people, any change is uncomfortable. Therefore, when managing change in the workplace, it’s your job to help people see that whatever they’ve been doing in the past will no longer take place. That neither they, nor the business, will be relevant without making these changes. Ignite the fire of urgency to implement the changes, and share your vision of improving the company and its ability to further succeed. Create a belief that “We can do better!”
2. Define Goals and Objectives
Your company goals and objectives should be clearly defined, outlined and then relayed to the effected team members. This will aid towards clearing up any misunderstanding and possible conflicts from the very beginning.
3. Good Leadership
Leaders must pave the way and be an example for others to follow. In leading and setting an example to others, leaders must take an active role with their team in order to motivate and encourage.
“We must become the change we want to see.” ~Mahatma Gandhi
4. Address and reduce the fear of change
Recognize that people will probably complain at first….it’s just human nature. Allowing people the avenues through which they can raise questions, concerns and complaints is a necessary step in getting to ‘acceptance’ and finally ‘commitment.’ After you announce the change, let people ask questions and be heard. Then give them ample time to become informed about the new specifics to be implemented.
5. Preparation for the new system
The new system should be clearly explained to your team prior to implementing the changes, to stifle out any doubts, fears or resistance.
6. Create A Clear Future
Share the vision of a new tomorrow that they can buy into. Show people how the new vision will contribute to their long-term development, security and enable their work experience to be more engaging, energizing and rewarding. Signal to people that things will be different – but promise a brighter future. And remember to celebrate once you’re on the path to the new way!
By: Julie Wagner, Systems Analyst, SCS, Inc. November, 2011
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