12 Reasons Why People Hate Changes
Heraclitus of Ephesus made the statement, "the only thing that is constant is change" more than 2,500 years ago, and evidently, the statement still holds true.
In today's 24/7 disruptive society, companies need to continually create, re-create, transform and move ahead to stay competitive. If we recognize that change is indeed inevitable, and is the only sure thing in our life, then why do some of us continue to fight it? (Remember the phrase "resistance is futile"?!)
The following 12 points may shed some light on the reasons why:
1. Fear of the unknown
Change means facing the uncertain. The uncertainty of future may be seen as a risk greater than maintaining the status quo.
2. Ambiguity of benefits or rewards
What are the advantages? What are the payoffs? It's difficult to welcome change when there is no or little evidence of upward outcomes such as bigger potentials, higher profits or better opportunities awaits thee.
3. No obvious needs, i.e., the status quo is perceived to be satisfactory
Some people may see a change only from the perspective of the impact it has on them and their particular jobs. Not seeing the big picture, they may fail to recognize the positive impact of the change on the organization as a whole. Thus, they may find the change disruptive and unnecessary.
4. Loss of control
People need and want to exert control over their immediate surroundings, and want to feel that they have a say in their own future. Change takes away that sense of control.
5. Fear of failure
Fear that the new way may not be better, or take a turn for the worse.
6. Out of the comfort zone
We tend to be creatures of habit. Doing things in the same routine, predictable manner is comfortable.
7. Lack of trust in the change agent
One in three of us doesn’t trust our employer, according to Edelman Trust Barometer. If your employees don't trust leaders, they won't feel safe and think positive about the plan and the future.
8. Negative past experiences
Some bad experiences seem impossible to forget. "It will not work, because we've already tried that..." Sounds familiar?
9. Demand of more work and effort
Change requires new ways of thinking and doing which means more work required.
10. Rigid and inflexible thinking
Some people seem to have the attitude, “Please don’t confuse me with any facts or supporting documentation about this change–I’ve already made up my mind!”
11. Fear of personal impact
Viewing change from a personal standpoint, some employees may respond by asking how the change will benefit them directly. Will it make their job easier? Will they have to work harder? Will the change put their job security in jeopardy? Will the change force them to work with different people or learn a new job?
12. Disturbance of support system
Employees operating within predictable routines know their support system will back them up during challenging times. Changing the organizational structures may shake their confidence in their support system. They may worry about working for a new supervisor, with new employees or on unfamiliar projects because they fear that if they try and fail, there will be no one there to support them.
"To improve is to change; to be perfect is to change often." ~ Winston Churchill