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Business Breakthrough Series - Part 6
December 13, 2013A significant barrier to breaking through to Phase Four is your employees' resistance to change. You may have already experienced this irrational, knee jerk reaction the last time you suggested an idea to improve your company.
Employee aversion to change is hard to understand. it seems like some kind of primal "fight or flight" response.
Your company's culture is also a significant contributing factor. The problem is that you likely hired a patchwork of employees with conflicting personalitites, character traits and attitudes that are out of sync with your company's valuses and current needs. in Phases Zero, One and Two you needed people, any people, to help you accommodate ragpid growth. Now, you need a new set of skills and attitudes to help you preprare your business for its next level of success.
Key Points to Keep in Mind: What are the root causes of employee resistance?
- Hiring the wrong people: the wrong people are those sho lack the right character, attitude, skills, and desire to see your company grow and prosper.
- Failing to define and communicate your company's mission, vision, values and expected behaviors.
- An employee's fear and paranoia that they will lose control. (This ocurs when a company allows their employees to hoard knowledge and control vital process area.
- Human nature.
1. Do your employees resist change?
2. How do you react to employee resistance?
3. Do you know and understand the seven strategies for minimizing employee resistance?
- Avoidance: Stay stealthy and make changes without fanfare.
- Executive/Employee Coaching: Hire an outside coach to work with resistors.
- Renegotiation: Find out why the resistors resist and help them think differently about the proposed changes.
- Outflank: Hire an outside consultant to implement the change.
- "The Enemy of my Enemy is my Friend": Blame a third party certification.
- Fire them (as a last resort).