Long-term employees are resistant to onboarding changes. How can you effectively address their concerns?
When long-term employees push back against new onboarding methods, it's crucial to address their concerns with empathy and clarity. To smooth the transition:
- Acknowledge their expertise and incorporate their feedback into the new process.
- Provide clear reasons for the changes, highlighting benefits that align with their values.
- Offer additional support and training to ease any anxieties about new procedures.
How have you managed resistance to change in your organization? Share your strategies.
Long-term employees are resistant to onboarding changes. How can you effectively address their concerns?
When long-term employees push back against new onboarding methods, it's crucial to address their concerns with empathy and clarity. To smooth the transition:
- Acknowledge their expertise and incorporate their feedback into the new process.
- Provide clear reasons for the changes, highlighting benefits that align with their values.
- Offer additional support and training to ease any anxieties about new procedures.
How have you managed resistance to change in your organization? Share your strategies.
-
Fist of all I will sit with them and try to listen actively about their concerns regarding the new onboarding. I will try to connect the gaps with right inputs so that they will get a clarity on how this new system can be of help. I will explain them about the impact of new adaptations and how it will bring a value for them in the workplace. If required, I will take inputs from them and see to include those suggestions as per the probability and communicate the same to all. This listening and inclusiveness helps employees to feel safe and comfortable and also helps them to overcome the resistance.
-
Acknowledging their input while implementing new strategies helps tackle resistance from long-term employees. Fear of being replaced is common, and while their input might be what we are trying to change, we must acknowledge their efforts when offering new perspectives, strategies, or solutions without making them feel inadequate. Being mindful and respectful when managing people in an organization goes a long way towards being effective leaders.
-
Na minha experiência precisa escutar ativamente cada colaborador, de forma genuína, entendendo os seus pontos de receio e mostrar com fatos e dados a importância da mudança e os ganhos em relação ao processo e ao negócio.
-
Coordeno um grupo de aproximadamente 50 mulheres ,algumas com o dobro da minha idade, que fazem parte de um movimento há 15 anos. Iniciei a coordenação no 11º ano e como Gestora de RH, vi várias oportunidades de mudanças. Porém faltava flexibilidade. O principal fator que nos permitiu adotar novas práticas e processos foi analisar a taxa de retenção dessas mulheres. Por quê algumas delas iniciavam, mas não perseveravam? E foi através de um dado basicamente qualitativo que consegui mostrar propostas e mudanças no acolhimento. Resultados + Novas práticas + Mudança positiva = Flexibilidade.
-
Para lidar com a resistência de funcionários de longo prazo às mudanças de integração, eu os envolveria desde o início, explicando claramente os objetivos e benefícios dessas mudanças para eles e para a organização. Criaria um ambiente de diálogo, ouvindo atentamente suas preocupações e reconhecendo o valor de sua experiência. Sempre que possível, incorporaria suas sugestões no processo de integração, para que se sintam parte da solução. Além disso, ofereceria suporte contínuo, como treinamentos ou mentorias, para ajudá-los a se adaptarem. Por fim, destacaria histórias de sucesso e exemplos de como essas mudanças podem facilitar seu trabalho e trazer melhorias reais.
-
Reason of resistant: 1. used to current setting, think change is not necessary, waste of time. 2. afraid of extra work due to change. Communication is the key. Change management plan should have the benefit of the change to seniors. Manager needs to break down the change to small action items for seniors, and communicate well with them "the benefit" and "It's easy to do like A, B, C".
-
First of all, put in our mind, against means caring. Because they are caring of new onboarding methods, they against. And the response of against it means there is something that they like it and do not want to change. Find it, and facilitate their concerns with the new onboarding methods, include them to create the new onboarding methods. What is the benefit, why we need the new methods, what are the benefits if we change and we are not. Embrace and facilitate all but keep on track of company goals and culture. If you have a specific case, let's discuss! :) Cheers, Gunawan
-
Langjährige Mitarbeiter wehren sich oft nicht gegen die Veränderung selbst, sondern gegen das Gefühl, nicht in den Prozess einbezogen zu werden. Der Schlüssel liegt darin, sie aktiv in den Prozess einzubinden. Zeigen Sie, wie ihre Erfahrung das neue Onboarding bereichert, statt sie vor vollendete Tatsachen zu stellen. Wichtig ist zudem, mögliche Ängste ernst zu nehmen. Sprechen Sie offen über die Gründe für die Änderungen und betonen Sie, wie diese den Alltag erleichtern werden. Statt den Widerstand zu bekämpfen, schaffen Sie so einen Raum für Dialog und gemeinsame Lösungen. Damit wird die Veränderung zu einem Prozess, den alle mittragen.
-
Uma abordagem empática e estratégica é essencial para lidar com a resistência à mudança, especialmente de funcionários de longo prazo. Valorizo a sugestão de reconhecer a experiência desses profissionais e integrá-los ao processo. Na minha experiência, envolver esses colaboradores como mentores nos novos métodos tem sido eficaz, pois isso não apenas os valoriza, mas também os engaja ativamente na transição. Além disso, manter uma comunicação aberta e contínua, destacando benefícios específicos, ajuda a construir confiança. O suporte personalizado, como treinamentos focados, também faz toda a diferença. Ótimas ideias aqui! Quais técnicas vocês têm usado para fortalecer o engajamento durante as mudanças?"
-
Il faut savoir les accompagner en discutant avec eux et surtout, leur montrer les avantages du changement. En les faisant participer au projet du changement si cela est possible afin qu’ils se sentent impliqués
Rate this article
More relevant reading
-
OnboardingHow do you update and improve your onboarding program based on feedback and data?
-
HR OperationsHow can you measure the effectiveness of your onboarding process for diversity and inclusion?
-
Human ResourcesWhat are the most effective ways to communicate benefits and compensation during onboarding?
-
Global Talent AcquisitionHow can you integrate international employees with cross-border onboarding?