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Dear,
First of all we need to know from where this resistances come from :
Resistance comes from Change and Change is constant & inevitable, need to review it deeply.
Managers and supervisors are the other key group in terms of managing resistance. They are the closest to the frontline employees who ultimately adopt a change. If they are neutral to or resistant to a change, chances are that their employees will follow suit. However, if they are openly supportive of and advocating for a particular change, these behaviors will also show up in how employees react to the change. Benchmarking data shows five key roles of managers and supervisors in times of change, and two of these roles are directly connected to managing resistance to change: demonstrating support for the change and identifying and managing resistance. Remember, though, you must address resistance from managers first before asking them to manage resistance.
The change management team or resource can do much of the leg work in understanding and addressing resistance, but the face of resistance management to the organization is ultimately senior leaders, managers and supervisors. The change management resource can help to enable the "right" resistance managers by providing data about where resistance is coming from, likely root causes of resistance, potential tactics for addressing resistance and tools to identify and manage resistance, but the "right" resistance managers must take action to address objections and move employees forward in the change process.
Learn from thousands of change management practitioners by following these five tips for managing resistance to change. These tips are taken from Prosci’s change management best practices research, conducted over the last two decades:
· Do change management right the first time
· Expect resistance to change
· Address resistance formally
· Identify the root causes of resistance
· Engage the “right” resistance managers
Managers should find out what is the source of resistance, understand the position of employee, listen to his rights and find solution - show direct benefits for employee.
In the early 1990s I had a 40 years old lady working in the back office of a company where I was sales director, that did not stop to use the old typewriter to mark notes on the paper invoices, making a boring "tac-tac-tac" noise all the time in a open space office with 20 people working in.
I asked her gently many times to use the proper "notes" field in the software, without results. I also showed her how to do that but she claimed it was complicated and she preferred to use the typewriter.
One evening I simply took the typewriter and remove it from the office and hide it into a warehouse compartment.
She complained the first day, started using the proper software the next day and recognised it was ok by the fifth day of use.
It all depends by the single person: some are excited about change, and approach it with curiosity and motivation, and are willing to contribute and help improving the system by using the new tools / adopting the new rules, and suggest improvements and corrections. These people could be called "enthusiastic pioneers".
Other simply resist to any change, from the most complex to the least important, simply because it is a change and they would like the whole life never changes, because they think it's easier to deal day by day with the same tools, the same framework of competences and environments.
With these people (the "anchors"), the only way I found out to be effective is challenging them and at the end command them to the required change.
The best answer fromOmar Saad Ibrahem عمر سعد ابراهيم
Resistance is the normal human reaction in times of change, good change management can mitigate much of this resistance. Change management is not just a tool for managing resistance when it occurs; it is most effective as a tool for activating and engaging employees in a change
Utilize a structured change management approach from the initiation of the project
Engage senior leaders as active and visible sponsors of the change
Recruit the support of management, including middle managers and frontline supervisors, as advocates of the change
Communicate the need for change, the impact on employees and the benefits to the employee
An explanation for why the change is needed is always a good idea. By helping employees better understand why a change is important for the company, it’s easier to get them on board with the change, and it can also encourage them to become an advocate for change.
Effectively engage employees ,they are the ones making sure that all the clients are happy and that all the work gets done, so keeping them in the loop is vital.
Implement change in several stages Companies should first prepare for the change, then take action on the change and make a plan for managing the change, and third, support the change and assure that all is going as planned.
Communicate change effectively, communicate the need for change, the impact on employees and the benefits to the employee
Human behavior would like retain the shape as it is unless they are convinced that the change is beneficial to them. So, a change management approach shall be taken very carefully.
1. Firstly, explain the benefit of change in the short run and in long run
2. Please make sure no one is looser in the change process unless it is lay-off decision by the Management.
3. Even, it is lay off decision, please try to accommodate all employees as the organization has invested a lot in the development of an employee through training.
4. Please talk to every one privately and try to understand the employee’s views and try to accommodate their views so that they would be support forces.
5. Make sure no one is financially become loser or their status is compromised.
6. Please arrange brain storming meeting to get a further insight and try to arrive at a contentious decision to move ahead
Dealing with resistance include A handling during preparation and planning phase change (improvement):1. Post the largest amount of elements changing environment.2. Taking into account the values and abilities and possibilities of change environment.3. predicted resistance.4. (b) deal during the implementation phase:5. Remove the mystery.6. resistance monitoring indicators.7. Find hand to solve problems.8. Negotiate resistance and try to persuade them.A handling during preparation and planning for improvement phase:1. Post the largest amount of elements changing environment(B) because the reduced resistance to change individuals can take place if they are actively involved in that change that touch them.C who are involved in the planning process of change and become less inclined to resist it.
I am agree with Mr. Omar that we must check kind of resistant
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