Resistance to change is natural, so I focus on understanding the concerns behind it. I actively listen to employees and involve them in the process, showing how the change benefits them and the organization. Clear communication is key—I make sure everyone knows the ‘why’ behind the change. I also encourage feedback and address issues early to build trust and engagement. Celebrating small wins along the way helps keep the momentum positive.

As already outlined by many contributors, Change is not natural to people. According to neurosciences, resistance to change is connected to a normal/human aversion to uncertainty which is interpreted by default as a threat. To help individuals assess the situation for themselves (from threat to opportunity) here are my tips: 1- define the right support eco-system at design stage: Q&A, communication (group/individual), rewards mechanisms, Change Ambassadors, etc... 2- maintain a supportive eco-system in place after the change to sustain the adoption efforts. Finally, you may also have to accept that some people will not move along with the change. If so, consider an elegant separation more than trying to force change on them. Happy Changes!

1.Talk Openly: Explain why the change is happening and how it will help everyone. 2.Get Them Involved: Let employees share their thoughts and be part of planning the change. 3.Support and Train: Provide the tools and guidance they need to succeed with the new processes. 4.Share Wins: Tell stories of successful changes to inspire and reassure them. 5.Recognize Efforts: Appreciate those who embrace the change to motivate others. 6.Stay Flexible: Listen to feedback and adjust the approach as needed. Effective engagement is about encouraging participation and showing empathy throughout the transition.

To effectively engage employees resistant to change, I’d start by communicating the benefits of the change clearly and how it aligns with their needs and goals. Involving them early in the process, gathering their feedback, and addressing concerns builds trust and ownership. Offering training and support helps ease transitions, while celebrating small wins reinforces progress. Showing empathy and being transparent throughout the process encourages collaboration and reduces resistance.

Managing resistance to change requires clear communication, active involvement, and ongoing support. Start by communicating the reasons for change transparently, emphasizing benefits for employees and the organization. Involve employees early in the decision-making process to foster a sense of ownership and reduce apprehension. Identify and empower change champions to advocate for the transition, inspiring others to adapt. Offer training, resources, and support to ease the adjustment process, and celebrate small milestones to maintain morale. Regularly gather feedback through open forums or surveys, using insights to refine the approach. This proactive, inclusive strategy can turn resistance into engagement and cooperation.