The discussion provides some notable insights into the issue of resistance to change. The process of transformation in any company should be well-organized and manageable so that any alterations yield positive results with minimum expenditures in terms of efforts, money, and resources in general. Employees tend to have negative perceptions of potential innovations since they pose a threat to their habits, professional status, and so on (Goncalves & Campos, 2018).
In this regard, purposeful change management that can reduce the resistance to change on the part of the staff is particularly important. The transfer of vision from leadership to employees is crucial since this approach allows focusing on the importance of alterations and their potential benefits for the company (Harrington, 2018). However, as noted in the discussion, apart from sharing the vision with the workforce, management should also understand the importance of the timely release of information to avoid gossips or miscommunication.
An open discussion of ideas and activities will help lead to persuade their employees that changes are needed. Moreover, this approach will allow employees to feel involved in making decisions regarding internal processes occurring in the organization (Harrington, 2018). Importantly, individuals, who can potentially resist change, will have an opportunity to express their attitude to innovations and express concerns regarding the possible issues (Gladden, 2018).
In addition to effective information sharing, managers should provide support to employees at all stages of reorganization. In particular, it is necessary to provide emotional support and give employees the opportunity to take a break after productive collaboration. This way, managers will make sure that their workers are fully engaged while the workforce will feel that their contribution is valued and encouraged.
References
Gladden, R. (2018). Culturally tuning change management: Best practices in portfolio, program, and project management. Boca Raton, FL: CRC Press.
Goncalves, V., & Campos, C. (2018). The human change management body of knowledge (HCMBOK) (3rd ed.). Boca Raton, FL: CRC Press.
Harrington, H. J. (2018). Innovative change management (ICM): Preparing your organization for the new innovative culture. Boca Raton, FL: CRC Press.