Communication Curbs Resistance to Change

Change affects every aspect of life. Only organizations that take an active approach to change will secure their positions as leaders in the business world. The most formidable obstacle to effective change management is the resistance to change exhibited by employees. Communication is an important aspect of change management. The manager’s open and honest communication inspires trust and mitigates employees’ resistance to change. Failing this, organizational change is an uphill climb.

According to Robert Heller, in his book, Managing Change, resistance to change takes three main forms: misunderstanding, fear and distrust. He warns that the “intensity of negative response will largely depend on the existing degree of trust.” Heller then goes on to stress that managers must “be sure to consult and communicate with everyone as much as possible” before introducing the plan. In fact, managers who held back information discovered that employees’ fear of impending change was worse than the change itself. This fear could easily translate to productivity problems within the organization.

Organizational change will always meet with some resistance. The effective manager will confront potential resistance situations by planning ahead. In order for an employee to be willing to accept change, he or she must understand the need for change. He must also trust the manager to look after his or her best interest. The manager can mitigate an employee’s resistance by providing open and honest communication from the inception of the change. After all, knowledge is power and in a changing organization, the manager who shares that power will likely find a smoother transition to a new corporate culture.