Change by definition is “to make the form, nature, content, future course, etc., of (something) different from what it is or from what it would be if left alone”. After talking about how to prepare and execute change, let’s see which reactions can be experienced.
People can react in different ways to change that impact them somehow.
Reactions to change may take many forms.
- ACTIVE RESISTANCE is the most negative reaction to a proposed change attempt. Those who engage in active resistance may sabotage the change effort and be outspoken objectors to the new procedure.
- Then we can experience PASSIVE RESISTANCE involves being disturbed by changes, without necessarily voicing these opinions. Instead, passive resisters may dislike the change quietly, feel stressed and unhappy, and even look for a new job, without necessarily bringing their concerns to the attention of decision makers.
- COMPLIANCE, involves going along with proposed changes, with little enthusiasm.
- Finally, those who show ENTHUSIASTIC SUPPORT are defenders of the new way and actually encourage others around them to give support to the change effort as well.
To be successful, any change attempt will need to overcome resistance on the part of employees. Otherwise, the result will be loss of time and energy, as well as an inability on the part of the organization to adapt to the changes in the environment and make its operations more efficient.