Three Tips to Overcome Reluctance to Change

Three Tips to Overcome Reluctance to Change

Business owners know that change is inevitable if they’re going to remain competitive. We’ve all heard the adage “If you always do what you’ve always done, you’ll always get what you’ve always got.” With technology continually evolving, new systems and methods need to be embraced in order to maximize productivity. However, the thought of undergoing these changes can be overwhelming for office staff, triggering fear and sometimes resistance. Change is a disruption to that which is familiar and the anticipated learning curve to ramp up on a new system can seem daunting.

A technology change requires effective leadership to be successfully introduced and sustained. Many experts advocate the importance of having three main things when embarking on a change: a vision, idea of first steps, and enough dissatisfaction with the current situation to make it happen. Consider the following tips to build buy-in and cultivate excitement among those facing a technology change:

  1. Clearly articulate your vision and the benefits of change. Employees want assurance that their leadership has performed due diligence and that there is a sound business strategy in place. They need to understand what you are aiming for and the benefits of doing so. Be sure to position the change as a significant opportunity and communicate with a growth mindset.
  2. Involve employees early on and demonstrate that you have a plan. It is important that employees feel as though they are a part of the decision making process. Be transparent and involve employees at the outset. Invite them to participate in early discussions, product
    demonstrations, and planning meetings. By doing this, you will build confidence, encourage cooperation, and support the adoption of a new system.
  3. Highlight the current system’s insufficiencies and the opportunity cost of not making a change. Remind employees of the significant dissatisfaction they collectively expressed with the current system and highlight the missed opportunities – both qualitative and quantitative – of not making a change.

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