Change in the workplace can be an unsettling prospect. When it happens, it often elicits strong emotions like anxiety and apprehension that trigger resistance from employees. Let's delve into the psychology behind why change can be so unnerving and explore five factors that contribute to this resistance.

The Comfort of Familiarity

Humans are creatures of habit. We thrive on routine, and familiarity provides us with a sense of stability and security. When change is introduced into the workplace, it disrupts these familiar routines. Employees may feel like their reliable old sneakers have been replaced with blister-causing dress shoes.

This resistance to change due to the comfort of familiarity is supported by research. D.A. Schlossberg's Transition Theory (1984) suggests that individuals often seek comfort in the familiar during times of change as a coping mechanism.

Fear of the Unknown

Change often ushers in a period of uncertainty. Employees may be uncertain about how the change will affect their roles, job security, or work environment. The fear of the unknown can be paralyzing, leading individuals to conjure up worst-case scenarios.

A brilliant article by David Robson published in BBC’s Worklife highlights research indicating that fear of the unknown is a significant factor contributing to resistance to organizational change.

Loss of Control

The feeling of control is fundamental to our well-being. When change is imposed, it can create a sense of powerlessness, as if someone else is holding the remote control and flipping channels at random. Employees who are used to being masters of their domain may resist change that threatens their sense of control.

Research by Thomas and Kilmann say that employees perceive loss of control as a form of conflict. They resist change and respond by avoiding, competing, accommodating, collaborating, or compromising.

Past Negative Experiences

We're shaped by our experiences, and if we've been burned by change in the past, we tend to approach it with caution. Negative past experiences, such as mass layoffs or the imposition of clunky new systems, can create resistance when the next round of changes are proposed.

The impact of past negative change experiences on resistance to change is well-documented. L. J. Williams and C. A. Anderson (1991) explored this in their research published in the Journal of Applied Psychology.

Disruption of Comfort Zones

Change often disrupts established comfort zones. Employees are accustomed to their roles, workspaces, and colleagues. Change can mean losing these familiar comforts, which can be unsettling and create resistance.

Understanding the psychology of change resistance in the workplace is essential for effective change management. While these factors may make change seem as daunting as it is, acknowledging and addressing them can help organizations navigate the turbulent waters of change more smoothly.

Change may never be a walk in the park, but with the right strategies and support, both employees and organizations can strengthen organizational resilience and develop more organizational courage and confidence to grow through challenges. 

Are you a thought leader guiding your team through change? Follow along our “Let’s Talk About Change” series on LinkedIn.