Comments on: Four Fundamental Responses to Change https://www.enclaria.com/2019/12/10/four-fundamental-responses-to-change/ Equipping individuals and teams to influence organizational change Tue, 17 Dec 2019 16:43:58 +0000 hourly 1 https://wordpress.org/?v=6.5.2 By: Ada Crenshaw https://www.enclaria.com/2019/12/10/four-fundamental-responses-to-change/comment-page-1/#comment-159944 Tue, 17 Dec 2019 16:43:58 +0000 https://www.enclaria.com/?p=19462#comment-159944 What I’ve come across in the 20 years in my industry is attachment and doubt. When people have been using a certain type of software application for several years or more, they become comfortable with their job and what they do. When they hear of a change coming, let’s say a new software change (example: Windows), they instantly think “What am I not going to be able to find now??” The fear of the unknown is all too familiar.

[In my experience] Most of the time when a change of this magnitude occurs, there is a lot of push back and resentment. This is because upper management makes the decision to enact a change and does not even bother to ask the people who work with the product/software on a daily basis. These decisions are made by people higher up the corporate ladder looking at how much money they can save.
There are many ways to help employees deal with change only if it is done properly. Change starts from the top down. One of the reasons there is so much doubt in regards to change is because most of the time the change that affects the group most is left out of the decision making. I am not saying all employees have to have a say-so when a company decides to make changes, but at least involve the people who will be affected by the change.

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