Individuals reactions to change cannot always be predicted as each person can experience change in a different way.  We will now take a look at the reactions people can have to change and their likely thought processes.

• A sense of unfairness in the way that employees have been treated - this is just based on unwritten beliefs and assumptions that when things are done over a period of time, they will just continue. So when change is introduced, people feel it is unfair. People start to say "We've never had to do it before..." or "after all i've done, look what they've decided."

• Personal uncertainty and insecurity about the future - people focus on the impact the change will have on them, even if they are not directly affected by the change. This can involve people doing many things to protect their position, to an increase in defensive behaviour and increased speculation and rumour.

• Perceived powerlessness - you might hear people saying "There is nothing we can do about it!" or "they don't ask for our opinion". When people have feelings of powerlessness this can lead them to have a lack of commitment or real interest in a change.

 

• Resisting the need to adapt to change - when things change a need is created for individuals to adapt. If individuals do not accept the change by making the necessary transition, their behaviour and performance will not be as effective. Common phrases are "I don't see the point" or "this change is a mistake".

 

• Peer pressure - not wanting to affect the status quo. Sometimes people are just carried along by peers saying things are a bad idea and they believe it too. Very often people can make assumptions by listening to other peoples rumours or gossip about a situation

 

• Being moved out of their comfort zone - it feels uncomfortable to some things differently

 

• Admitting they were doing it wrong in the first place - some people do actually resist change because that could be admitting they are doing something wrong in the way they currently do something.