Organizational change can be a difficult process, as it often involves employees who are resistant to the idea of change. Resistance to change can be divided into three distinct groups: those who are open and willing to embrace change, those who are uncertain and hesitant, and those who are entrenched in their ways and unwilling to change. Political resistance, ideological resistance, emotional reaction, and social resistance are all common forms of resistance that organizations must be prepared to face. To successfully manage resistance to change, organizations must provide employees with the tools they need to facilitate change, including those needed to manage transitions.
Additionally, organizations should anticipate and plan for resistance, conduct surveys with their team about their opinion of the change, and provide employees with the information they need to understand the business need for change. By understanding the different types of resistance and taking proactive steps to manage them, organizations can ensure that their change initiatives are successful.