Define how Confusion, work will be misunderstanding 6 performed after change Determine Lack of direction implementation of change 7 strategy for change Manage and Problems left 8 direct change unresolved for too long Measure work Lack of before, during, confidence in 9 and after change change Ensure change Failure to reap 10 is lasting and benefits, persistent reversion Maintain Change results 11 momentum of may be undone change Resistance Factors Fear of change Fear of demotion/loss of Doing for the sake of doing Cost Savings over position Resistance worked before productivity Extra work affects current work High turnover in mgmt No proper training for Mgmt don’t appreciate change Change not addressing major employees effort needs Previous failures in change Due credit not given Impact Loss of morale Increased absenteeism Change effort slows down Lessened efficiency Sabotage Types of Resistances Open Underground Super vocal, must address Most dangerous Change threatens status Disrupts change secretly behind Active Easy to spot & Stupid but rare Hard to catch, must convince logically Monitor productivity to spot Passive Dealing with resistance Do not attack resistance openly, at first. Drives people underground Try to understand the rationale behind resistance, get people to express their concerns in the open Acknowledge that many people do not like to change old habits Share resistance information with change management team Do not assume you can turn everyone around
6 Define how work will be performed after change Confusion, misunderstanding 7 Determine implementation strategy for change Lack of direction of change 8 Manage and direct change Problems left unresolved for too long 9 Measure work before, during, and after change Lack of confidence in change 10 Ensure change is lasting and persistent Failure to reap benefits, reversion 11 Maintain momentum of change Change results may be undone Resistance Factors Fear of change Cost Savings over productivity No proper training for employees Previous failures in change Fear of demotion/loss of position Extra work affects current work Mgmt don’t appreciate change effort Due credit not given Doing for the sake of doing Resistance worked before High turnover in mgmt Change not addressing major needs Impact Loss of morale Lessened efficiency Increased absenteeism Sabotage Change effort slows down Types of Resistances Open Underground Active Super vocal, must address Change threatens status Most dangerous Disrupts change secretly behind Passive Easy to spot & Stupid but rare Hard to catch, must convince logically Monitor productivity to spot Dealing with resistance Do not attack resistance openly, at first. Drives people underground Try to understand the rationale behind resistance, get people to express their concerns in the open Acknowledge that many people do not like to change old habits Share resistance information with change management team Do not assume you can turn everyone around