People often feel apprehensive towards change in their workplace. It automatically creates a sense of uncertainty, which can lead to feelings of tension, pressure, and exhaustion. By nature, that fear paralyzes the willingness to accept changes easily. The real root of people’s resistance to change is not a poorly managed transition process but rather a poorly managed fear reflex. Employee resistance to change can be tied to several issues, including social factors, economic concerns, fear of the unknown, old habits, and a need for security.
When faced with change, employees may worry that they are lacking in the skills necessary for forthcoming responsibilities, that they won’t be able to readily adapt to new systems or techniques, or that they could potentially forfeit their job. Regardless of all the challenges that change brings to an employee, it’s imperative to maintain a positive outlook and drive throughout the process. A positive outlook/mindset through change will allow for creative thinking, personal security knowing good work is being completed and a continued desire to be successful. Employees shouldn’t dwell on what they cannot change or manage (their managers) but rather focus on what they can manage, their outlook on change. At the end of the day, if an employee can reflect on the day’s work and say to themselves that they put in their best effort for the company, they’re on the right path to success.
New management can use several approaches to help employees overcome their fears. First, it’s crucial for leaders to understand what personally motivates each employee. Secondly, new management must provide reassurance that staff members will always have access to coaching and skill-building resources that will help them thrive in their new roles. If funding isn’t available for these resources, the manager can take time to be the resource and train their employees. This tactic will not only provide the essential resources but will also create a stronger bond between all parties. One of the best strategies to implement when dealing with change(s) is to demonstrate transparency as a core principle of new management; it’s always a good idea to use communication channels to discuss what’s coming.
Employees frequently experience anxiety and pressure to meet the standards of their new management. Although this change can be difficult, it also offers a chance for growth. Nevertheless, this change may result in a thriving workplace if the new manager is an exceptional mentor who is dedicated to promoting employee happiness and increasing workplace productivity.