Change is an inevitable part of life, and the workplace is no exception. Despite the potential benefits that change can bring, many individuals often find themselves resistant to it.
One of the primary reasons why is the fear of the unknown. Humans are creatures of habit, and we tend to find comfort in familiar routines and processes. When faced with a change, individuals may feel uncertain, anxious, uncomfortable, and overwhelmed by the unfamiliarity that accompanies it. This fear of the unknown can trigger a resistance to change, as individuals prefer to stick to what they know rather than venture into uncharted territory. Our resistance to change doesn’t rely on our personality type, but rather our brains and the signals it sends to our nervous systems.
It's All In Your Head
Some areas of our brain are considered to be less plastic or resistant to change. The basal ganglia, for example, is a group of structures deep within the brain that plays a key role in motor control, habit formation, and reward processing. It’s responsible for automating routine behaviors and actions, which is a reason why we tend to find comfort in those processes and routines that are familiar to us. When faced with change, the basal ganglia can resist breaking established habits and routines, making it difficult to adapt to new behaviors and ways of doing things, leading to a sense of discomfort or unease when trying to change ingrained habits. Another region of the brain that can pose a challenge in adapting to change is the prefrontal cortex, which is involved in decision-making and executive functions.
These two regions have a high density of neural connections and are involved in complex cognitive processes, making them less adaptable to change and contributing to resistance. We like to have control over ourselves, and when change is implemented, there is a loss of that control. Individuals can perceive this loss of control as a threat to their autonomy and authority, potentially creating a sense of powerlessness and insecurity. People often resist change when they feel that their opinions and input are not valued or considered, as it undermines their sense of control over their work environment.
Another reason why change is a challenge for some is cognitive dissonance. Cognitive dissonance refers to the mental discomfort that arises when individuals hold conflicting beliefs or attitudes. To reduce this discomfort, individuals may resist the change and cling to their existing beliefs and ways of doing things. Overcoming cognitive dissonance requires a shift in mindset and a willingness to embrace new perspectives and approaches.
Change often comes with a certain degree of risk, and the fear of failure can be a significant barrier to embracing change. The amygdala region in our brains plays a crucial role in processing emotions, particularly fear and anxiety. When faced with change, the amygdala can become activated, triggering that fear response and making it difficult to embrace and adapt to new situations or unfamiliar circumstances. Individuals may resist change in the workplace because they fear that they will not be able to adapt or perform effectively in the new environment. This fear of failure can stem from a lack of confidence in one's abilities or a fear of negative consequences, such as job loss or reputational damage. Overcoming this fear requires building resilience, fostering a growth mindset, and providing support and resources to employees during the transition.
People naturally develop emotional attachments to their work environment, colleagues, and routines. These emotional attachments create a sense of familiarity and comfort, making it difficult for individuals to let go and embrace change. Leaving one's comfort zone can be intimidating and challenging, as it requires individuals to adapt to new ways of working, interacting, and thinking. Creating a supportive and inclusive work culture that encourages open communication, collaboration, and personal growth can help individuals overcome their emotional attachment and embrace change.
Navigate Change More Effectively
Understanding the psychology behind why people are reluctant to change in the workplace can help organizations and leaders navigate the challenges of change management more effectively. By addressing the fears, concerns, and resistance that individuals may experience, organizations can create a culture that promotes a positive attitude towards change, fosters innovation, and drives growth. If your organization is committed to excellence and continuous improvement, initiatives that emphasize effective change management practices must be implemented. Best practices reveal that the highest rates of adoption come when a company starts with a bottom-up approach, training those most affected by the change to build up their experience. It can be beneficial for an executive-level individual to select an internal champion that not only promotes the use of the new innovations and their benefits, but also builds camaraderie and inspires the entire team to embrace the new process too.
At Command Alkon, we are dedicated to a culture of Continuous Improvement to enhance customer satisfaction and offer rewarding work environments for employees. In fostering a Continuous Improvement culture, we hope to not only improve our organization internally, but also to provide guidance to the customers that we serve who are trying to implement change and new practices into their daily operations. To learn more about our dedication to Continuous Improvement, click here.
