Some managers, under performance pressure and facing external competition, constantly strategize about how to innovate and win. Yet they hit roadblocks when communicating with employees. So how can we overcome employee resistance?
Are employees truly unwilling to change? Is it really that difficult to get them to accept change? It's unfair to assume employees resist change or lack ambition without understanding the underlying reasons.
Overcoming Preconceptions
According to statistics from Pritchett Management Consultants in the U.S., typically only 20% of employees fully support change from the outset, 50% remain neutral, and the remaining 30% strongly resist it.
In reality, resistance to change is a natural reaction and an inevitable process. Not everyone can immediately embrace change wholeheartedly. Employees need time to adjust and, more importantly, require communication and support from their managers.
Addressing Employee Resistance
When facing resistance, managers should not repeatedly emphasize the necessity of change. Instead, they must acknowledge employees' reactions, proactively understand underlying reasons, and address their resistance.
Managers should view employee resistance not as an obstacle, but as an opportunity.Resistance indicates potential shortcomings in your approach—perhaps unclear communication fueled doubts, or insufficient support left employees uncertain how to proceed.
Handling Disobedient Employees
One of the most challenging situations for a supervisor is when a subordinate refuses instructions or behaves disrespectfully during meetings in front of others.A subordinate might insinuate or imply that a new supervisor cannot handle current challenges. If confronted, this employee may backtrack, claiming their remarks were jokes: "Can't you even take a joke?"
Such behavior directly challenges managerial authority, often emerging from long-tenured employees who have made significant contributions to the department. Newly appointed supervisors are most likely to encounter this dynamic.In essence, this tests the supervisor's tolerance limits. These subordinates aim to gauge how much insubordination will be tolerated and what consequences might follow. Ignoring it risks the supervisor gradually losing all subordinates' respect. Therefore, such issues require prompt attention.
Summon the subordinate exhibiting such behavior to your office for a candid discussion about the incident. Prepare beforehand by clarifying your objectives and articulating the issue directly and concisely.
This face-to-face communication serves to remind the subordinate who holds authority, effectively establishing boundaries for their behavior and making them aware of their own shortcomings. If the subordinate fears the supervisor may hold a grudge, the supervisor should affirm that the subordinate is "a valuable team member."