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Employees can have many emotional reactions to changes in the workplace. However, it is rare for change not to be accompanied by some degree of resistance. Often it takes subtle forms such as:

• Uncooperative attitudes
• Apathy
• Reluctance to do new things
• Reduced work pace
• Outspoken criticism voiced to colleagues rather than to superiors
• Procrastination
• Spreading unfounded rumors

Common Causes of Resistance
Resistance based on misunderstanding. An individual may misunderstand the nature of the proposed change and its implications.

Resistance based on rumor. Rumor may persuade a staff member that he or she will become redundant or may be required to relocate to remain employed. Always be open and honest in your communications with employees.

Resistance based on fear. Most fear comes from uncertainty. Regardless of whether an employee’s fears are unfounded, the result can be anxiety and stress. Some managers mistakenly ignore the fact that fear may exist among their staff members, because they believe there is nothing to be afraid of. These managers are not likely to manage change successfully.

Good change managers will seek to clarify the cause of the staff member's concern. Whether it is misunderstanding, rumor or fear, good communication and support will go a long way to alleviating the underlying causes of resistance.

For any managerial concerns you might have, call our EAP Program at 1-800-451-1834 or logon to the Bureau of Human Resources at www.maine.gov/bhr/sos or the Division of Employee Health and Benefits at www.maine.gov/beh

Adapted from Successfully Managing Change, George Hardy, 1997, Barron's Educational Series, Inc. and 1001 Ways to Energize Employees, Bob Nelson, 1997, Workman Publishing Company, Inc.