Change.. Why?

by Amr Tawfik *

A major complication which can face any institution is the introduction of change. Change can either be introduced by management or by the workforce. Management may seek change for a variety of reasons, the most prominent of which is industry dynamics, such as competitors, customer suppliers, product substitutes, and threats of new entrants to the market.

The workforce, on the other hand, may seek change because it understands business needs and invests itself to meet development demands. Moreover, the self-confidence and financial security of members of the workforce could help in the acceptance of this change.

However, many in an institution may be resistant to change, which in some instances may be characterised as pushing a cart with square wheels. There are many possible reasons as to why one may be resistant to change;

1. Not understanding the need for change: If employees do not understand the need for change, then resistance is to be expected, especially from those who strongly believe that the current way of doing things works well.

2. Connected to the old way: If you ask employees in an organisation to do things differently, you may be dragging them out of their comfort zone, in which case resistance is likely. Many tend to cling to the old way of doing things as it may give them a sense of security.

3. Fear of the unknown: One of the most common reasons for resistance is fear of the unknown. Some people will not take active steps towards the unknown if they believe the risks to be high. They would rather remain in the same place performing the same job.

4. Lack of competence: When change is needed in an organisation, many employees may feel that they won’t be able to make the transition very well. They may believe that they are not capable of performing the job.

5. Lack of trust: Employees may be resistant to change if they feel that management is not capable of handling the situation. Employees like to know what is going on, especially if their jobs may be affected. Poor communication in any organisation can be the reason behind low trust since it can cause unwanted speculation.

6. Temporary fad: When employees believe that the change initiative is a temporary fad. When the pros are not seen to outweigh the cons.

7. Exhaustion/Lack of motivation: When directors/employees are exhausted and/or are poorly motivated, you shouldn’t expect change to come easy because they work with their bodies, not with their hearts.

8. Change in the status quo: This can be one of the main reasons behind resistance to change if the employee believes the change favors another group/person. This might cause unspoken anger and resentment.

It is not an easy mission to implement change and lead people to accepting and adjusting to this change. There are, however, several ways to steer the wheels to a new direction successfully;

1-     Focus on the positive aspects of the change and how it will be of great benefit for everyone.

2-     Define the need for change clearly and ensure good communication.

3-     Involve interested employees in the planning process and make them part of the decision-making process by asking them their opinions.

4-     Be open and honest with your employees.

5-     Address the employee’s needs and be friendly.

6-     Be the first to commit to the change and don’t ask others to do it before you do.

7-     Implement your changes gradually, this will allow the employees to refine their roles along the way.

8-    Deliver training programmes for employees to meet the new requirements.

All Managers and directors who are seeking change should create a climate where employees are encouraged to explore new ideas and try them out.

* Amr Tawfik Human Resources and Development Expert