Another major issues faced by employees is lack of proper communication from the management and leaders implementing change. It is important for leaders to address the numerous queries that an individual employee would have since they are the ones most affected by the changes. The leaders must consider taking serious feedback as well in order to ensure that employees feel part of the whole process. Loss of control of their workplace situation and lack of competence to handle them is another issue that demotivates the employees. Sometimes, poor timing of change and no reward system to adopt these changes also discourages employees to readily accept them.
Some employees also get involved in office politics only to ensure that they prove that the decision of implementing change is a wrong one. This generally happens when they are not given sense about the entire process and are not aligned with the leader’s vision of the whole exercise. These employees make negative sense of the situation and try to propagate the same to their colleagues, thereby increasing the number of disgruntled employees. The lack of support system to accept these changes cause the employees to simply reject them. (Vakola, Eric Soderquist & Prastacos, 2007)
As per O’Toole, J. (1995, p. 148), people resist change due to the elementary human opposition imposed by the will of others. Therefore, to bring in success to the implementation of change in an organization, the leaders need to acknowledge all the sources of resistance. This includes validation of employees’ formal, psychological and social requirements. Employees resist from their perspective, therefore, a true leader role is to divert and align employees’ perspective towards that of the organization. This would lead to conquering the resistance and gaining employee’s support.