Start by identifying the root causes of resistance. Is it due to a lack of technical expertise, fear of interruptions, or concern about increased workload? An open and empathetic dialogue can uncover underlying issues and help address specific concerns. Therefore, frame the upgrade as a solution, not a disruption, and involve resilient members in the planning and execution. Allow them to contribute their views, making them feel valued and part of the solution. By combining technical demonstrations, clear communication, and active involvement, resistance can often be transformed into advocacy, fostering a more unified approach to necessary network upgrades.

Resistance to change is common. Educating the team on the benefits, addressing their concerns, and involving them in the process have proven to be effective ways to ease transitions and drive success.

When a key team member resists network upgrades, I start by understanding their concerns—whether it’s about workload, cost, or perceived risks. I create an open dialogue to address their objections and share the benefits of the upgrade, focusing on how it aligns with team goals and improves efficiency. Involving them in the planning process helps them feel valued and reduces resistance. By combining empathy with clear communication and collaboration, I turn opposition into buy-in.

To begin with make sure all are informed of the purpose and workings of the new system, before implementation. Open up the discussion to user concerns/feedback and work to alleviate those with informed answers. Remember sometimes experienced user concerns are valid in which case that should be used to ask questions that the vendor should answer so as not to install a troubled solution.

To address a key team member's resistance to network upgrades, listen to their concerns to understand their reasons, clearly communicate the benefits of the change, and involve them in the planning process. Offer training to prepare you and provide ongoing support. Reinforce trust by ensuring implementation will be tracked and issues resolved quickly. These actions promote engagement and facilitate the transition.

We can research and study very carefully the precaution notes published by the official vendors to understand the importance and the key issues that solve this upgrade process. To stay up-to-date is a benefit for the equipment and of course, the networks, and a duty for the O&M teams. If we are constants with day-by-day tasks about optimization and security, later we can breath because our job were done at time. The worst problem s about security and malfunctioning almost always have relationship with corrections that we must install before.

Resistance to changes, such as network upgrades, is common and should be addressed with empathy and clarity. I start by explaining the benefits and importance of the change, showing how it will improve the team’s work. I also listen to concerns and offer support to minimize any negative impact. Whenever possible, I involve resistant team members in planning or execution, so they feel part of the initiative and more engaged. Fortunately, where I work today, I don’t face this issue, as the team constantly seeks updates, technologies, and better ways to improve processes. I’m lucky to have a manager who values innovation and a team eager to grow together.

Resistance to change is a common phenomenon in work teams. However, the way to approach it could represent a problem or an opportunity for group growth: In a positive scenario, the first step is to demonstrate credibility and confidence, but above all the good intentions to which this change attends. It is also necessary to practice active listening to create common ground and align perspectives. Once the above has been reached, we must emphasize the relevance and benefits of the proposed updates and base our position on real data and success stories. Finally, we must appeal to emotions to achieve a deeper connection and generate a lasting impact. (Based on Dr. Jay Conger's steps to influence)

The first thing i do is try to understand the reason why they are not in favour of the upgrade conducting a breif meeting. Based on the feedback collected i will try to consider to include valid possiblities that will positively influence team members. * involve them in the process and value their contribution for the change * if for job insecurity show them how it will enhance and ease their routine activities. *If concern is lack of confidence on the packege quality , provide training and share experience from similar projects. * if for personal interst cases , let team member understand the goal of the team is for common good not personal gain.