Staff resistance

As far as I'm concerned, a common and well-known phenomenon is the feeling of anxiety, fear, and resistance to unknown situations. It not only happens in everyday life but also in large corporations and micro-enterprises. The results of an independent study conducted by a Polish organization showed that the process of implementing changes in enterprises is effective only in one-third of cases. The reasons for such a poor result include insufficient involvement of the management board in changes and insufficient communication with employees. The last of the above-mentioned reasons may be related to the fact that employees fear changes due to insufficient knowledge about what will happen in the organization. This is the reason for the resistance we are talking about. Employees' concerns may be about whether the changes will lead to job cuts or will make their jobs difficult, and whether they are really needed. When deciding to introduce changes, employees should be allowed to ask even hard questions. When they receive detailed answers to their questions, their fears of losing their job or reducing their salary will disappear. Therefore, the transparency of the management board and consultants in the decisions they make towards the employees affected by the change is significant to avoid resistance. There is a management discipline that deals with introducing changes to organizations. A good consultant working for an organization should know how to help the company improve the efficiency of processes and the quality of the final product while avoiding misunderstandings with employees.

According to From my point of view, staff may be resistant to the suggested changes primarily because they may feel unsure and afraid. The An old adage says that people don't like changes. I suppose that in that case staff may think that if the company implements changes which consultants suggest the performance will be more efficiency, efficient so they may become useless and lose their job. Another reason for that this approach may be that the staff believes that they know their responsibilities best unbeatable. So they don't want to someone from the outside to comes for a while and tell them what they have to do.
I believe that we always could to do something to overcome the resistance. The consultants should start with a specific talk of what their aims are. What is more, they could arrange prepare the staff to for this process and asks them about their opinion. It is quite possible that some of them would be able to give great ideas. In that way they wouldn’t feel to do out of the big decisions. Reporting to them the current results and show that changes can be good, is a way to convince people to cooperate. The last thing is to make them feel appreciated.

• Why do you think staff may be resistant to the suggested changes?
The answer is really simple. People don’t like changes. In my opinion, the main reason why staff can be resistant to the suggested changes is the that changes in at work scare/frighten a great majority of staff members of staff. However, The employees made up their habits, routine and they reluctantly change it.these. On the one hand they could be curious about the proposed modification, but on the other hand they know that they are expected to/have to spend a lot of time for on adaptation and there’s never a guarantee of achieving success.
• How can this resistance be overcome in your opinion?
In my opinion the best method to overcome this resistance is educating. The A suitable training should be organized for the employees. Not one training, but a series of trainings so that the workers will remember they are not alone and have a support. Moreover, the leadership management or the employer should convince his staff that the changes are needed and good for them and the entire organization.

In my opinion, staff may show resistance to the suggested changes because of their work habits. If they are doing something for years and they have worked out some most efficient ways to do it, it's hard for them to suddenly change their methods. People are often scared of changes in their life because they think it will make it harder, they will have to learn new stuff etc. Also, if people doing something for a long time hear that some consultant is trying to rearrange their methods, they can be very skceptical about it the new developments and deny the fact that somebody can plan their work better than themselves.
Staff resistance can be overcome by proof. For example, consultants should make a presentation about other companies in which the same advices helped a lot and caused/brought about better results. If the staff can witness the actual positive changes, they can be less skeptical and maybe consider the advice. The Another way to overcome resistance may be some kind of compromise, finding out some method that mixes/combines the previous methods ones with new advised ways to do something.

Why do you think employees may be resistant to the suggested changes?
I believe that employees can be resistant to the suggested changes as they are employees at various levels. Management will understand that this can improve the quality and reduce costs, but lower-level employees are used to their daily work and will not want to change that. It should also be noted that they may be people on of different ages, the older ones may not be willing or be able to change the way they work.
How can this resistance be overcome in your opinion?
I believe that proper training is a good way to solve the problem of adapting employees to the new rules. Additionally, getting a small bonus from the company can help them feel appreciated, which will increase their engage motivation to change.

In my opinion staff may by resistant to the suggested changes because senior managers could think they will lose authority and low-rank employees could think they don’t have enough experience. A different reason could be the approach of people to change. In many times Usually people don’t like this. They can’t find themselves in new method. They can by accustomed to another way of thinking.

I think/In my opinion, a good method to overcome receive resistance is making/organising integrative a team building meeting for everyone. When people better knows each other better, they should better get along much better and easier too. Another thing is to organise a making training about teamwork and what important is every person in staff ??? A good way can also be told to tell clearly how that help firm?? and it’s not change the authority.???

The main reason why the staff may have a reluctant approach to proposed changes is the lack of perceiving the consultancy service as something which could bring the value also for to their work. They may have the senseof not enough knowledge people implementing consultants as they are not working in their company as long as they.(What do you mean by this??) Finally, they may feel that their work is assesed and they don’t want to change their habits.
To solve this problem, the most important is to speak openly with the staff about the planning consultancy and the reasons why it is necessary. It’s worth gathering the opinions of the stuff about the problems they noticed in the company or maybe what changes they find valuable.
Another solution is to actively turn on  (???) the staff to the proposed changes. The higher levels of Senior staff should ensure their employees subordinates have access to training and organise sessions with about the consultant's advice in order to give them the tools to expand their knowledge.