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Impacts of Organisational Change on Employees

Change is an inevitable necessity for any business to be able to level up. However, it is not always welcomed with open arms by employees. Fear is a natural reaction that adjustments ignites and the mystery that comes with change. The tough truth is that a business can never make take step forward without making a transition.

Despite all these, the beckoning question is why would employees hardly accept new beginnings at their workplace? As much as one would imagine the benefits would outweigh the fear, there are several reasons which hold back employees from openly accepting organizational changes. To get over this resistance and achieve success, comprehending the motives behind it is vital. Below are some of the most popular reasons why employees are rebellious.

Job Security Fears

The main motive behind employees being against adjustments in their workplace is fear on how it would impact their jobs. Some might think it will cost them their jobs or they would have to work over time to adapt to the transition. Most businesses generally set off their transition phases by introducing a new workforce which means some people might lose their jobs to create room.

It’s therefore your obligation as an employer to paint a clear picture to the employees on how a new beginning (and change) would improve their jobs. Make them feel their positions are secure. Give a detailed explanation on how a transition would mean improved production thus raises or reduced working hours.

It’s critical that the job security fear is addressed early enough to give employees the drive to accept upcoming adjustments.

Poor Communication of impact of change

This is also one of the major reasons why employees would be rebellious. How the businesses transition is presented to the workers plays a big role in determining their reaction. Most people would want an assurance of their future before they relate to the advantages of the changing process. You have to make sure the employees know what the success of the company means to them. Unless the employees understand why the company needs a new start, they will show resistant behaviour at work. If communication is thoroughly made at the initial stage by the management, employees would be willingly to embrace it.

In cases where adjustments are abrupt while ignoring the employees, it breeds resistance. They might feel like the adjustments are being forced on them which will breed negative energy in the workplace thus poor performance. It’s necessary that any sort of communication is made regarding any transitions in the company.

Fear of Failure

A new era in an organisation might be comprehended in different ways by employees. For some people, it can feel like a different job. May be they’ll have to go through a whole different course to adapt to their new responsibilities at work. It can also mean having to answer to a new boss or learn to work with new colleagues. All these changes can make an employee anxious not knowing if they’ll be successful or not. For this reason one would want to stick to what they know they do best as opposed to new responsibilities. This calls for adequate training to help them overcome their fears. It’s good to take one step at a time to ensure the employees understand their roles better and are motivated to push forward.

Most employees are concerned with what any transition in their workplace will bring to the table. Ambition is what drives people in their jobs. While an employer might be passionate about their companies, the employees are mostly there for the salary and all other benefits that come with their jobs.

No Reward For the Employees?

Employees can be against a new start if there is no reward for them. It’s therefore wise to be creative and come up with a strategy that will introduce rewards that motivates them to buy in to the new system. You can provide prizes or raises for employees with thoughtful ideas on how to achieve new goals. Doing this curbs rebellious behaviour and ensures that employees are actively participating in the transition.

Bad Timing of Change

A company that is looking to make adjustments for better production should do so when there is no major activity going in the company. Resistance can also be due to bad timing by the management. Most people are not wired to shift their focus from one demanding activity to the other on short notice.

This comes down to planning change on the management side. It’s vital that before any major transition occurs, the leaders have to be on their toes to eliminate all barriers to create a smooth path. They should map out an effective strategy that will see the company usher in a new era which will be treasured by all.

Past Experience

The way the company treated employees when transitioning to a new era in the past is a big determinant on how they will respond to it currently. If previously the transformation made impacted the employees negatively, they will most probably rebel. It goes as far as their family’s response to the new responsibilities. You should understand that transformation is personal therefore impact people differently. Employees might rebel if the transition has previously had a negative effect on their personal life.


Seeing that the success of an organisation is dependant on making adjustments, it’s should be the priority of any project manager to address this issues that breed rebellion in employees. The best way to deal with resistance is making sure the employees understand the foundations of any transition process.

You should make the employees aware of the reality that they can not control change but should rather focus their efforts on adapting to it. Perception is key in this case. This means that an organisation should also work on the way they present a new beginning to their employees. Some of the key points to note to help you embrace a new start include:

  • Making sure you are well conversant with the transition process.
  • Acknowledge that everything you experience personally is a common reaction to new beginnings.
  • Set your mind on long term goals
  • Keep an open mind
  • Come up with ways to deal with anxiety
  • You should be open-ended

By doing the above you will be able to embrace every transition occurring at the workplace. Contact us to overcome any barriers.

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Georg Tichy

Georg Tichy

Georg Tichy is a management consultant in Europe, focusing on top-management consultancy, projectmanagement, corporate reporting and fundingsupport. Dr. Georg Tichy is also trainer, lecturer at university and advisor on current economic issues. Contact me or Book a MeetingView Author posts