Resistance to change is the unwillingness to adapt to altered circumstances. It can be covert or overt, organized, or individual. Employees may realize they don't like or want a change and resist publicly, and that can be very disruptive.

Employees can also feel uncomfortable with the changes introduced and resist, sometimes unknowingly, through their actions, their language, and in the stories and conversations, they share in the workplace.

In a worst-case scenario, employees can be forceful in their refusal to adopt any changes, bringing confrontation and conflict to your organization.1

Resistance to change is evident in actions such as:

When employees are poorly introduced to changes that affect how they work, especially when they don't see the need for the changes, they may be resistant. They may also experience resistance when they haven't been involved in the decision-making process.

Resistance to change can intensify if employees feel they have been involved in a series of changes that have had insufficient support to gain the anticipated results. They also become weary when changes happen too frequently, becoming a flavor-of-the-month instead of strategic action.