following are the ways of overcoming resistance to chsnge ,except
Answers
Answer:
How to Overcome Resistance to Change
Expect Resistance
Nix Generational Prejudices
Encourage Camaraderie
Identify the Root Cause of Resistance
Involve Executive Leadership
Communicate Effectively
Do Change Right the First Time
Leverage the Right Technology
Here are eight tips to help make your teams more agreeable and adaptable:
1. Expect Resistance
It’s unrealistic to assume every change you implement will be unanimously welcomed, accepted and supported by all staff members. You know the saying, prepare for the worst, hope for the best? Have a plan in place to address pushback, including positive reinforcement and consequences that are clearly communicated and understood by all staff members.
2. Nix Generational Prejudices
Change requires successful collaboration, and it’s extremely difficult to get generations to work well with one another if they disagree with another's work style. Management can help the situation by actively looking for instances where two employees are butting heads, and intervening to help bring understanding and compromise to the situation. It’s also important during the hiring process to recruit individuals who support the company culture you wish to create.
3. Encourage Camaraderie
Overcoming resistance to change with employeesTeams work better when they understand one another on a somewhat personal level. To cultivate a strong company culture and foster deeper connections between employees, create opportunities for your staff to socialize that doesn’t involve work.
Happy hours, company-sponsored events and group outings and clubs are excellent ways to bring people together, regardless of age or professional title.
4. Identify the Root Cause of Resistance
There are many telltale signs that staff members are resisting change. They may complain more than usual, miss key meetings or bluntly refuse to participate in new initiatives. It’s important to recognize when resistance is becoming an issue, but it’s even more important to understand why your employees are pushing back in the first place. The most common causes of resistance include:
Lack of awareness about why changes are being made
Fear of how change will impact job roles
Failed attempts at change in the past
Lack of visible support and commitment from managers
Fear of job loss
By identifying why employees are resisting change, you can better decide how to overcome resistance to change head-on. If lack of awareness or fear is the problem, greater communication and discussion groups may help. If change has failed in the past, and employees aren’t confident this time will be different, you can discuss specific ways the organization has learned from its mistakes and how it plans to use this insight to successfully implement new initiatives.
5. Involve Executive Leadership
You cannot successfully implement change without support from all levels of business. Your employees take cues from the executive team, and if leadership doesn’t adhere to the plan for change management, it’s very likely your employees won’t either. Encourage company leaders to set an example, and the rest will follow.
New call-to-action
6. Communicate Effectively
By clearly and concisely explaining why the change is taking place, how it will impact each employee’s job and exactly what is expected of each employee before, during and after rollout—nothing is left to question.
But simply stating the obvious isn’t enough. Leaders need to make a conscious effort to speak to individuals in the way they prefer. To this end, make certain communication technologies are in place for those who wish to utilize them. It’s also important not to discount how quickly older generations have adapted to technology. Sometimes, all they need is a little training to feel more comfortable using new tools.
7. Do Change Right the First Time
Failed attempts to change aspects of your business process will have a negative effect on how employees view future initiatives. If you’re going to make a change, make sure you’re doing everything in your power to ensure it’s successful and set realistic timelines. Many companies fail to successfully implement change because they overload employees and expect near-immediate gratification. The reality of change management boils down to one fact: It takes time.
Break the initiative down into stages and guide employees through the process to ensure, at each mile marker, adaptations are unfolding