How to Overcome Resisters to Change at Work
From our experience as change management consultants, resistance is inevitable — some employees will push back against new ways of working, thinking, or behaving. But before you focus on how to overcome resisters to change, it’s critical to fully understand the reasons behind it. Identifying the root causes — whether fear, misunderstanding, or past experiences — allows leaders to address concerns effectively rather than simply trying to force compliance.
5 Reasons Employees Oppose Organizational Change
Change management simulation results highlight the top five reasons employees resist organizational change initiatives at work:
- The Pull of the Status Quo
For some employees, sticking with familiar status quo routines feels safer and more efficient than tackling the unknown. They resist change not out of defiance, but because the current methods have proven “good enough,” and the effort required to embrace the new ways seems unnecessary or daunting. Understanding this natural preference allows leaders to frame change in a way that feels achievable and worthwhile.
- Not Ready for Change
Some employees may simply need more time to adjust because they are not quite ready for organizational change. They move at a slower pace, requiring reassurance and hands-on support before they can fully embrace new processes or behaviors. Giving them space to build confidence with the “new ways” increases the likelihood of lasting adoption and reduces unnecessary frustration or mistakes.
- Not Onboard
Some in the workforce may not agree with the direction or vision of the organizational changes; they may not subscribe to your current state analysis of the problem, may not feel the same sense of change urgency, or may think you have overlooked important considerations.
- Not Actively Involved in the Process
Some employees may feel excluded from key decisions, leaving them with a sense of being overlooked or undervalued. This lack of involvement in the change process can breed disengagement, making them reluctant to support changes they had no part in shaping. Engaging these individuals early and seeking their input fosters respect, ownership, and greater willingness to embrace the change.
- Saboteurs
Finally, project postmortem analyses tell us that some employees may outwardly express agreement with the change but continue old behaviors or actively undermine the initiative. This hidden resistance can derail progress if left unchecked. Identifying and addressing such saboteurs early is crucial — unchecked, their actions can threaten the success of the entire change effort and erode trust across the organization.
3 Research-Backed Tips to Overcome Resisters to Change
Addressing resistors early is essential to building the momentum your change initiative needs to succeed. Engaging one-on-one with employees who resist — regardless of the reason — allows leaders to understand their perspective and influence buy-in. Here are three research-backed strategies for conducting these conversations effectively and increasing the likelihood of commitment:
- Listen Carefully
Use this moment to understand the root of their resistance rather than to persuade. Prioritize listening over speaking, and when you do respond, verify your understanding by reflecting back what you heard. This shows genuine effort to grasp their perspective and builds trust, laying the foundation for productive dialogue.
- Take the Time
Change is a gradual process, not a quick fix. Patience is essential — take the time to truly understand the barriers keeping resistant employees from embracing the change. In your first conversation, focus on listening, then schedule a follow-up a few days later to continue the dialogue.
Show that you have carefully considered their perspective, and be transparent about any adjustments to the plan — or the reasons why changes won’t be made. Even if the outcome isn’t exactly what they hoped for, your employee will recognize that their input was heard, valued, and thoughtfully weighed, which builds trust and increases the likelihood of eventual buy-in.
- Be Willing to Change Yourself
Approach resistant employees with genuine curiosity about their perspectives — they may offer insights you hadn’t considered. Listening openly can reveal valid points that improve your plan, correct missteps, and guide the change initiative toward a stronger, more positive outcome. Flexibility and receptiveness signal that collaboration is valued and that the process is truly a shared effort.
The Bottom Line
Managing organizational change is challenging, and resistance is a predictable part of the process. Don’t overlook those who push back — engaging them early and thoughtfully is essential to building durable commitment. Developing the skills to recognize, understand, and address resistance should be a foundational element of any change management training effort aimed at creating meaningful, lasting impact.
For proven tools to overcome resisters to change, download The 5 Change Leadership Lenses that You Must Take Into Account
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