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  • Why People Don’t Like Change?



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    December 15th, 2014

    As a management consulting organization, MSS is brought in to assist companies in implementing different types of changes in their organization. The changes can range from implementing an enterprise-wide system such as a Customer Relationship Management (CRM) or Enterprise Resource Planning (ERP) all the way to assisting in a business process re-engineering effort. These types of initiatives have impact on the entire organization. Many times, these initiatives are not truly successful because the people that are impacted the most by the new way of doing their jobs do not ‘buy in’. These company transformations have one thing in common…they require managing the change.

    Change is very uncomfortable for people in general. Once employees do something for a period of time, they become accustomed to the particular way they perform their jobs. Throughout my consulting career, I have found 3 main reasons people do things a particular way:

    • The employees in the company have ‘always done it this way’, for as long as they can remember (so it must be good, right?)
    • The current system requires we do it this way
    • Our company is bound by regulations to do something in a particular manner

    The last reason can’t be changed, but the first two definitely require further examination. For many employees, they don’t want to change (embrace the new system or new processes) because they are resistant to the change as a result of the reasons above. It is innate human nature to feel this way. One key aspect in the Prosci ADKAR Model addresses this very issue. It states, “Your goal is not to eliminate resistance, but rather to anticipate it and work to mitigate the consequences.”

    Two of the main reasons for resistance to change are being afraid and being comfortable with the current method of doing things. The best way to help individuals get past their fear of the unknown is to help them realize and believe the benefits of the change outweighs the risk (or internalized feeling of risk). To aid employees in moving from the current process to a new methodology, per ADKAR, you need to create the desire to change. “Your objective is to create energy and engagement around the change that enables the momentum and support at all levels in the organization.” Once the project sponsors and the team help to provide the knowledge and benefits to the employees, it should ease the discomfort with the adjustment in using new systems or utilizing innovative processes.

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    Alyssa Moniuszko has over twenty years of experience as a Senior Business Analyst/Project Manager with extensive experience implementing private and public sector applications. She is a Certified Change Management Practitioner with Prosci. To find out more about how MSS can help your organization in change management, contact us at info@msstech.com.

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    Cite this blog post:
    MLA: Moniuszko, Alyssa. “Why People Don’t Like Change?” MSS. MSS. Blog. 08 April 2015.
    APA: A Moniuszko. (2014, Dec 15). Why People Don’t Like Change?