Facing employee resistance during organizational changes for career growth?

An empathetic change management initiative is key here. Proactive communication on how the employees will be facilitated to secure a new role within the organisation or finding a new job outside will make a huge difference in alleviating fear

La résistance au changement est un phénomène naturel dans toute organisation surtout quand il s'agit d'évolutions de carrière. Le défi va être de transformer cette résistance en engagement positif.

When is the best time to communicate the vision? The answer is every time one gets the opportunity. I found out about an interesting practice, which implied that leaders should communicate the vision in daily operational decisions, not only on PowerPoints, quarterly meetings, or team-buiding. Instead, when communicating any decision, leaders could start by saying: Since our vision is A,B,C, we propose changes x,y,z. Similarly, when someone from the team makes a proposal, the first question to ask is : how does this align to our vision, which states A,B,C? This brings awareness and accountability over fulfilling the vision to the whole team. The practice becomes part of the culture and it revalidates the vision actively.

La communication interne va être primordial pour maintenir un espace de sécurité nécessaire pour permettre cet engagement positif. Si chacun a conscience de son rôle et de ce qui va changer, il sera plus enclin à s'impliquer que si il l'apprend brusquement du jour au lendemain.

In my past life career as an executive search consultant, I have seen many times employees leaving their companies because of organisational changes, and nothing was clearly explained to them. They had a sense of uncertainty about their future in the company. This is why it is so important to explain in as transparent way as possible the reasons of the changes to the employees. When the change occurs due to an acquisition, often the risk is about redundant roles and some people end up as a casualty. The companies don't always offer other roles to their staff. From an employee's perspective it is important to understand the reason and the impact of the change soon enough.

Handling employee resistance during organizational changes can be tough. I dealt with this when leading a big departmental change. I focused on clearly explaining the reason for the changes and how they align with our company’s goals and improve career growth. Creating a sense of urgency is equally important on this point. By keeping the team updated and encouraging them to share their thoughts, I was able to turn their resistance into engagement. When employees understand why changes are happening and see how they benefit, they are more likely to support and accept the new direction.

Effective communication- from the very top down- provides reassurance to staff and makes them feel valued and included. It also saves mangers further down the line from dealing with problems on the floor, allowing the business or service to be maintained during the transitionary phase.

Absolutely Involve people at every level When they feel they arr part of decision making process, they participate ilmore positively

Tout au long de la transition et plus cela touche du monde, l'organisation peut investir dans le développement de ses employés, par le biais du coaching ou du mentorat. C'est aussi le bon moment pour impliquer les collaborateurs pour faire évoluer la culture d'entreprise. Cela pourra créer un environnement stimulant et prêt à avancer ensemble.

I once faced significant employee resistance during an important restructure at work. I implemented a series of targeted workshops and one-on-one coaching sessions to address skill gaps and emotional concerns. Initially, there was skepticism and pushback, but by actively listening and showing empathy, I built trust. The result? Resistance decreased, and employees embraced the changes with a growth mindset. A good tip is to offer tailored training and emotional support during transitions. Build trust through open communication and mentorship to reduce resistance and foster growth.