Did you know that a manager who intentionally observes employee behavior right at the onset of a change event gains a powerful advantage? Research by Stanley, Meyer, and Topolynsky in the early 2000's revealed that such early observation can predict resistance behavior up to eight months down the line.
Why is this so significant? Because resistance has been widely recognized as a major roadblock to successful organizational change (Dorling, 2012). Studies further indicate that a psychologically safe work environment fosters proactive behavior, directly contributing to positive change outcomes. Simply put, when employees exhibit positive engagement, change tends to succeed. Conversely, negative behaviors, often manifested as resistance, can make an organization resistant, or even "immune," to successful change implementation.
It's crucial to understand that resistance is a natural human response. It stems from an individual's interpretation of their environment. If an employee perceives something at work, like a significant change, as a threat, they are more likely to display resistant behaviors. However, when an employee feels psychologically safe...
Before we delve into what resistant behavior looks like, let's first appreciate the type of behavior most beneficial during change: proactive behavior. This is the motivated, change-oriented approach that management (and generally employees themselves) prefer.
A proactive employee is driven, embraces change with positive emotions, is engaged and trusting, and demonstrates commitment to the organization. They take initiative and show a willingness to learn and adapt. For instance, a highly proactive employee will actively seek help when they spot a serious issue. In contrast, an employee with low proactive behavior might delay bringing attention to the problem until it's more "convenient" for them, or worse, might not address it at all.
Resistant, or protest, behavior is often linked to an individual's unmet psychological needs during times of transition. It can manifest in various ways, and an individual might exhibit multiple forms of resistance simultaneously during the same change event. Observable signs of resistance can include a lack of engagement, decreased attendance, diminished commitment, lower productivity, erosion of trust, strained work relationships, and an overall negative attitude.
An organization that becomes "immune" to change risks falling behind its market competitors. By proactively identifying areas where proactive behavior needs to be nurtured, whether within a team or individually, managers who are vigilant for early signs of resistance can significantly influence the outcomes of change initiatives.
To achieve this, organizations should identify and empower their change influencers and leaders. Developing their skills in engaging employees in ways that cultivate psychological safety is paramount in mitigating resistance. Investing in education through professional consultation and targeted training is a productive strategy for setting any organization on a path toward successful change and, more importantly, fostering a healthy and adaptable work environment.
Next, read Reducing or Eliminating Resistant Behavior in FIVE Steps.
