Ten Most Common Reasons for Resistance to Change
Adapted from Rosabeth Kanter Moss
Reasons for Resistance
1) Loss of control – Change done by us is
exciting. Change done to us is threatening.
2) Excess uncertainty – Change feels
dangerous when there is not enough
information about what is or will be
happening.
3) Surprises – Without time to assimilate
and absorb, news of change is threatening.
4) The “difference” effect – Change requires
questioning of familiar routines and habits,
while adjusting to new people, norms,
environment.
5) Loss of face – Shame for and blaming of
the former way of doing things; this can
cause team divisiveness.
6) Concerns about future competence –
“Will I be able to meet new expectations?”
Personal doubt, risk of appearing/feeling
foolish.
7) Ripple effects – Disruptions to non-work
plans/routines such as family care.
8) More work – Change requires more energy,
time, and preoccupation. Going “above and
beyond” is often required during intense
periods of change.
9) Past resentments – Simmering resentments
are jarred loose by change. Aggrieved
workers may not go along with what
management wants.
10) Sometimes the threat is real –
Sometimes the rumor mill is right: jobs, etc.,
are at risk; management does have an
unspoken agenda.
Helpful Responses to Employees
1) Provide as many helpful choices and
opportunities as possible.
2) A. Share information, provide step-by-step
scenarios of how the change will manifest
B. Leader must demonstrate faith in the
benefit of change.
3) Provide advance notice and sufficient time
for workers to adjust their thinking.
4) A. Leave in as many familiar rituals and
habits as possible.
B. Frame change within the continuity of
the organization’s purpose rather than as a
radical departure from “normal” procedure
or standards.
5) Appreciate previous decisions as right or
reasonable within the time and context
that they were made.
6) A. Provide sufficient education and training
with opportunities to practice new skills.
B. Provide positive reinforcement of effort
and performance.
7) Provide adequate notice. Accommodate
with flexibility of schedule and
implementation whenever possible.
8) Provide support and compensation for extra
work. Recognize effort and perseverance in
challenging times.
9) Hear out lingering resentments; assist in
repairing rifts. Sometimes going forward can
mean first going back. Clear out the
cobwebs of the past.
10) Share information openly and before
rumors take hold. Even bad news is better
than living in uncertainty and dread.