Adopting a course for transformation always causes resistance from employees. This happens because the usual comfortable existence has changed. The success of implementing innovations depends on understanding the reasons for the resistance. Putting pressure on the team with new rules and regulations will not bring success.
Reasons for resistance from staff
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Reasons for employee resistance during the change management process:
Loss of a stable position in the dentist data package organization – demotion, combination of duties, etc. Fear of a change in salary towards a decrease, an increase in workload, the introduction of unfamiliar work methods.
Doubts about the need for reform . If there is no understanding of the reasons for reform, employees will be sure that changes are not necessary, that this is a manager's whim to assert his own importance, and that everything is fine with us.
Dissatisfaction with interference in their work . Most often, people with extensive experience and impressive work record have a high opinion of the quality of their work. Resistance is caused by the interference of those introducing changes in their holy of holies.
Unexpectedness of the change management process . A number of people are not aware of the implementation of innovations and the requirements of working according to new standards are perceived with hostility.
Employees' ignorance of the purpose of the change . When a specialist does not understand the meaning of changing specific actions in his work, this causes rejection.
One of the reasons for resistance is the inertia of employees. They simply do not want to deal with the problems of implementing changes.
Doubts about one's competence. Lack of confidence in one's own capabilities and knowledge can cause resistance to the renewal process.
Reluctance to change existing relationships . The new system changes the company structure, principles of subordination. New leaders are promoted. Not everyone is ready to accept the changed relationships, especially if these connections were stable and comfortable in the past.
Lack of authority of the team implementing the changes . If the managers who initiated the innovations do not enjoy sufficient respect and trust of the team, the innovations will not be trusted and will be blocked. Support from the management will help overcome this kind of resistance.
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How to Motivate Employees to Change
Expecting 100% support from employees for changes will critically delay the process, or even put an end to it. There will always be murmurs of dissatisfaction. It is necessary to assess the stability of your position and begin to act decisively at the right moment.
Feedback can be established through regular anonymous and targeted surveys. Their analysis will help to find out the objective state of affairs.
Assess your positions . The introduction of changes will be successful with the following balance of forces: 20% against transformations, 30% for, and 50% abstaining.
Make a change management plan – simple, clear and understandable. Specify goals, objectives, actions, desired results so that each employee sees and accepts the need for change. It is necessary to reduce the team’s anxiety to zero.
It is important to make all changes at once . Follow the principle of organizing a company from scratch. Prepare your team for this.
Undermine the positions of those who are dissatisfied , build a dialogue with them, support those who have accepted the changes, draw their attention to the smallest progress, celebrate successes, reward staff with public recognition and materially, e