Embracing change in the workplace can help companies remain innovative, competitive and dynamic. Sometimes, companies and their members can be reluctant to transition away from established processes or ways of thinking. Resistance to change is normal, but it’s important to address it early on so you can facilitate better transitions and make space for new ideas. In this article, we answer frequently asked questions about resistance to change, including what it is, what it looks like and how you can overcome it in your workplace.

What is resistance to change?

Resistance to change is a reluctance to accept a new way of thinking, a new environment or new processes. You may experience resistance to change yourself, or experience it from others in your personal life or in your workplace. Adjusting to change can take time and, often, major changes and transitions require empathy and patience. Sometimes resistance to change is obvious and can come in the form of strikes, organized protests or public confrontations. Other times, resistance to change can be more subtle, with less overt displays of discomfort or defiance.

What does resistance to change look like?

Resistance to change can look different depending on the scale of the change and your environment. Here are some expressions of resistance you may encounter in the workplace:

Division

Resistance to change might present itself as division among employees or team members. Division can make collaboration challenging and lead to internal arguments or disrespectful attitudes. If unaddressed, division in the workplace can grow and cause disruptions to productivity, employee morale and the effectiveness of a company’s leadership. To address division in the workplace, it’s important for leaders to allow their teams to communicate their grievances openly so they can develop active solutions both sides support.

Rejection

Rejection can be another expression of resistance to change. You might experience rejection in meetings or brainstorming sessions. Dismissing ideas for change by finding minor faults in others’ suggestions or ignoring nonconforming opinions in meetings are some examples of rejection. Company cultures that support one another’s ideas and proposals are often more productive because they help team members feel validated and like part of a community. Instead of thinking of ways an idea won’t work, try to think of ways it can. By celebrating participation, you can encourage team members to share their ideas without fear of rejection.

Avoidance

Some people might avoid change altogether by pretending the change isn’t happening. They might ignore new processes or circumstances, choosing instead to continue operating in a way they’re familiar with. To combat this form of resistance, it’s important for leaders to ensure they’re communicating their expectations clearly. Give people time to adjust to change, but be firm about its inevitability. Establish consequences for those who refuse to accept the new way of doing things and follow through on consequences consistently and equally.

False narratives

Some instigators can perpetuate resistance and create division with the stories they tell about the change. Spreading false narratives about why the change is happening or who’s responsible is behavior some show in response to change. Being transparent and open about change can help combat false narratives and improve trust in your company’s leadership. Effective communication can make it easier for others to understand why change is occurring and why it’s important.

Why does resistance to change occur?

Resistance to change can occur because of a change in power dynamics or if someone perceives a threat to their authority, respect or privilege. Some may be reluctant to lose the status quo when they directly benefited from the way things were. This happens in many workplaces, where employee culture overrides the influence of outdated ideas or leadership styles. Sometimes, though, resistance to change is appropriate, and it’s important for leaders to listen to employees if there’s a universally negative response to new strategies or policies.Resistance to chance can also occur because of fear. It’s easy to become comfortable with established processes and circumstances. Implementing a new way of doing things can create environments of uncertainty or require new ways of thinking. Offering support and transparency throughout the transition period can combat these feelings and make it easier for others to embrace new ideas.

How can you overcome resistance to change?

Resistance to change can be challenging to overcome, but it’s important to minimize resistance to help everyone feel comfortable, secure and supported. Here are some ways you can overcome resistance to change:

Find an accepting environment

Sometimes, resistance to change can come from leadership themselves, rather than from employees refusing to accept freshly implemented changes. If you find your workplace is reluctant to accept your suggestions for improvement or continues to do something simply because it’s the way they’ve always done it, have a conversation with your manager. Express your concerns and your desires for change. Employers that value input and prioritize innovation, flexibility and adaptability often have better cultures and increased business success. While they might not take all your suggestions, it’s important to work for a company that’s receptive to new ideas.Working with outdated or ineffective processes can be a common occurrence, and, though it can feel frustrating, patience and persistence can slowly help you change minds within your organization. That said, it’s important to realize when resistance to change means you’re working in uncomfortable situations that are harmful to your mental health. If your employer is resistant to progressive agendas like creating an accommodating work environment, promoting diversity and inclusion or empowering their employees, you might be better off finding a different opportunity with an employer and company culture that values and respects you.

Communicate

Communication is key to resolving disputes in the workplace. Emphasize communication through every phase of the change process. Communicate new ideas and allow others to react to them. By building connection and encouraging teams and employees to remain open about their concerns, fears or feelings, you can help team members who feel resistance to change navigate their emotions in productive ways. If you sense friction between disagreeing sides, facilitate conversations that allow them to resolve their disputes respectfully and successfully.

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