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Employees are initially resistant to change in part because they are used to the way they currently do things and are not confident that they will be able to do as well with the new changes. Another reason employees can be resistant to change is they are not confident that the change is a good one. They may think they know more about how to do their job than you do (and they might be right!).
The biggest fear associated with change is that jobs will be eliminated. No one wants to lose his/her job or see his/her friends lose their jobs.
It will help to overcome the resistance to change if you are able to communicate to your employees why the change will make things better than they are now, that the proper training will be afforded to employees so they can learn how to adjust to these changes, and that everyone will keep their jobs. If any of the above is not true, i.e. things will not be better, employees will not receive the necessary training, and/or some employees will lose their jobs, then the employees have every reason to be resistant to change and you may want to reconsider the changes you wish to make.
Lord Worple
Put drugs in their coffee.
They are resistant to changed because they are human.
mikebtt_1
Its a universal problem. Change is easier to accept in small increments. and explain the rational for the change. Best results when things are expained and involve those affected.
Cleo (in disguise)
It really depends on what the changes are. Ask for their input. Make them think it was their idea. Can anyone that's not willing to change. That'll learn 'em.
Jim
If there is a problem it is your problem so you have the answer.
Chris Z
It is human nature to be resistant to change. Change means uncertainty and most people like doing things the way they have done it for years.
The best way to overcome the resistance is through communication. Have as many meetings with your employees as necessary to discuss the change, the reason for the change, to address their concerns, etc. It is very important to listen to their concerns, and address them in a professional manner. There tends to be a lot of emotion tied into these meetings, therefore you have to work very hard at not feeding into it and being calm and professional. Appoint a few committees to map out the new procedures after the change and let everyone join a committee. This will give them a sense of ownership into the changes.
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