To start, you must first understand why people are so quick to resist change. By knowing this, you can make intelligent decisions about how to introduce changes.
Change equals loss. One main reason for the negativity: When things change, you lose something. You may gain something as well, but a loss is usually involved.
Change management requires acceptance planning
To get people to accept change, the first step is to understand what, from their perspective, they feel they’re losing. If you can empathize with their feelings—and possibly compensate for the loss—you’ve taken a giant first step toward acceptance.
Here are four more factors—the four C’s—to promoting acceptance of change:
1. Caring. Listening and responding to people’s reactions is just as important as explaining the reasons for change.
2. Control. People want input into how change will be implemented. But never ask for input unless you plan to consider it.
3. Choice. Employees feel better if they are given options as part of the change process. The more choices they have, the more they feel in control.
4. Competence. Workers are happier about change if they feel they have the skills and abilities to succeed after the change. The faster you can help someone move through the learning curve, the faster they will accept the change.