How does employee behavior affect the success or failure of change? This third post in our series examines the crucial link between employee behavior and change outcomes. We'll define proactive and resistant behaviors, explore their impact on organizations, and highlight the manager's role in influencing these behaviors.
Behavior as a Response to the Environment
To understand this connection, we need to recognize a fundamental principle: employee behavior is shaped by a combination of individual factors (personality, perceptions, needs) and the surrounding work environment. As Kurt Lewin stated, behavior is a function of a person in their environment. This means that when the work environment changes, employee behavior is likely to change as well.
The Spectrum of Employee Behavior During Change
In the context of organizational change, employee behavior can generally be categorized along a spectrum:
- Proactive Behavior: This is the positive, change-oriented behavior that organizations strive for.
- Resistant Behavior: This is the negative behavior that can hinder or obstruct change initiatives.
Proactive Behavior: The Engine of Successful Change
Proactive behavior is characterized by motivation and a focus on driving change forward. Employees who exhibit proactive behavior:
- Tend to have positive feelings about change.
- Demonstrate a belief in their ability to take action and achieve success.
- Are inclined to take initiative to reach goals.
The importance of proactive behavior becomes clear when considering a practical example. Imagine a software implementation:
- An employee with high proactive behavior will immediately alert a manager to any technical issues encountered during training.
- An employee with low proactive behavior, however, might delay reporting the issue until it's "convenient," potentially causing further problems.
Resistant Behavior: The Obstacle to Overcome
Resistant behavior, on the other hand, is a natural psychological response to change. It often arises from an individual's perception of change as a threat or a feeling of being unable to adapt.
Resistant behavior can manifest in various ways, including:
- Lack of engagement
- Decreased attendance
- Diminished commitment
- Lower productivity
- Erosion of trust
- Strained work relationships
- Negative attitude
Understanding the emotional state of employees is paramount throughout any change initiative, as resistance can significantly impede progress.
Managers as Influencers of Behavior
Here's the key takeaway: managers have the ability to influence employee behavior. By fostering a psychologically safe work environment, they can encourage proactive behavior and minimize resistance, thereby directly impacting the success of change outcomes.
In our next post, we'll explore how authentic leadership plays a critical role in creating this psychologically safe environment.
