Many health care companies, and those in other sectors throughout the economy, find it necessary to revitalize their corporate image, philosophies and overall culture. In doing so, many employees and other shareholders are likely to go along with whatever changes seem necessary for success. Others may not be so agreeable and find change to be something that they don’t understand. They may find change threatening to their position within the company, or fear change in general. Leaders must be able to effectively deal with resistance and create more consensus among their staff to more fully realize impactful changes within their company culture.
What is Resistance to Change?
Resistance to any changes that companies initiate can be viewed as an employees’ attempt to protect themselves from the consequences of change. In other words, it’s not change per se, but what follows. Culture change, in particular, can bring about radically different ways of performing various tasks, taking on new or unknown roles, or working within frameworks of new policies and procedures. Resistance in this sense, can be viewed as a form of self-preservation and a strong desire to maintain the status quo. Some employees may simply be cynical and believe the company will fail in their efforts to make serious changes.
Negative Outcomes to the Organization
There are times when change will create division among leaders, management and employees. On one side will be the individuals who are willing to go along with changes and on the other, those who oppose, deny and resist. This sets the inevitable stage for adverse outcomes for both the organization and staff. At the organizational level, resistance can cause serious delays in new developments and improvements that will strengthen the company as a whole. Associated with such delays are expenses and higher costs as the company struggles to effectively respond to new demands and challenges.
Negative Outcomes to the Employees
When change produces division among staff, any number of negative outcomes can develop. For one, negative attitudes and behaviors can set the stage for lower morale and a loss in productivity. After a while, a drop in job satisfaction can lead to reduced creativity, motivation and some employees may begin to think about leaving the organization. Chronic division among staff can also lead to physical and emotional stress and burnout. It becomes increasingly difficult to trust coworkers who don’t share the same vision for the company’s future.
Why Resistance Happens: A Lack of Information from Leadership
Although there may always be a doubting Thomas or two in every company, resistance to changes, big or small, can be skirted by leadership being as open and honest about what is going to take place in the company. A lack of information is nothing but a blank slate upon which employees can come up with their own ideas, worries, gossip and false information. When leaders leave a gap in information, staff will fill it, and rarely with accurate information.
Communicate Change with a Great Sense of Urgency
Sometimes, resistance develops because leadership is too slow with needed information or a little bit of news is provided here or there. This drip, drip, drip of information to a concerned group of employees is breeding grounds for gossip and false information. Instead, a sense of urgency should be articulated to staff identifying what needs to change and why as well as the benefits that should be reaped post change.
It’s Not Only What is Said, But How It is Said
Because change isn’t easy for a lot of employees, leaders should organize their message, make sure it is both adequate and accurate, and then deliver it wrapped not only in a sense of urgency, but with compassion and understanding. Many people don’t remember what is being said, but they will remember how they felt by what was shared by another person. Giving employees what they need to know in a tone of enthusiasm will reduce a lot of worries and stress and thereby, minimize resistance.
Final Thoughts on Managing Resistance to Culture Change
One constant about work, life and business is things will always change and sometimes major changes are necessary to stay sharp and competitive. On one hand, there are those who are unwelcoming to change for a variety of reasons and on the other, there are those who are willing and ready to embrace changes within the culture and look forward to a better future. Since resistance to change is a normal response for some, it takes crystal clear communication, providing the right information and with a compassionate sense of urgency to settle the minds of those who may fear or deplore change.