Suppose your supervisor offered you a 50% increase in pay, and 2 weeks of additional vacation just because she thought you were a great employee. Would you accept the changes? How likely are you to dig in your heels and refuse them because you don’t like change?
For many years, William Gould and I as well attributed organizational resistance to change to the fact that people simply hate change. I no longer think that is true. It’s not that employees hate change, but rather we don’t like the personal aspects of change that will adversely impact us, and our jobs. The most basic question we often ask ourselves upon hearing of change is, “What is the worst possible way this will affect me?” When there are losses (either real or perceived) associated with change, we are more likely to resist.
Why do you think employees resist organizational change?
Credit by: William Gould of HRSoot.com
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