To address resistance, communicate the benefits clearly and empathetically. Highlight improved work-life balance, reduced commuting stress, and flexible scheduling. Share success stories and data on productivity gains from remote work. Additionally, offer support and resources for a smooth transition. Provide training on remote tools and create open channels for feedback. Encourage a trial period to ease concerns and demonstrate the policy's effectiveness. This approach fosters acceptance and collaboration.

Resistance to a new policy isn’t new or abnormal. And to be honest, the solution to such resistance is simple yet so many employers and leaders don’t do it. SHARE THE WHY! When you share the why, team members are not only able to gain clarity and understanding, but this also creates space for TRUST. Trust is the catalyst for any change. After sharing the why, share all the benefits of the policy and connect HOW those benefits are specific to team members. After that, provide all necessary resources for support and follow up. Effective feedback loops are a form of care. I would also recommend adjusting how we see resistance. Resistance is valuable information sharing that can be used to get results!

Resistance to a new policy often stems from fear of unknown or a lack of clarity. When rolling out a remote work policy, it’s easy to focus on convincing employees of its benefits but that’s not enough. People want to feel heard not just persuaded. In one case instead of leading with advantages like flexibility or productivity, I started by addressing employees concerns head-on be it workload, communication gaps or team cohesion. Open discussions helped uncover valid points I hadn’t considered & together we co-created solutions like clearer guidelines & regular check-ins. The shift wasn’t about selling policy but about making it work for everyone. True buy-in happens when employees see that their voices shape the policy not just adapt to it

Clearly communicate how the policy would benefit the staff and the company, maybe in a town hall meeting prior to implementing the policy. Provide an open forum for employees to express their concerns. Address any questions or doubts with clarity and empathy. Assure employees that they will receive the necessary tools and support to succeed, and that managers will conduct regular check-ins to ensure they remain connected, supported, and aligned with the company’s goals.

- First, acknowledge the reluctance/resistance/reticence to the policy & its detail, & document this. - Secondly, discuss the strengths, weaknesses, opportunities & threats of the policy… (mini SWOT analysis) - Thirdly, focus on the strengths of the proposal (maintain what works) & the opportunities (innovations that will enhance outcomes) to create strong statement of commitment/ recommendation going forward. Finally, reinforce the benefits & improved outcomes for clients that adoption of this policy will generate…

It really depends on the motivations behind introducing the policy. Clearly articulate the reasons for the change and how it supports organisational goals, while genuinely listening to employee concerns. Tailor your messaging to address these concerns and emphasise the benefits. Building trust and securing buy-in requires transparency and two-way dialogue—not just rolling out a policy.

Resistance to new policies is natural, especially with something like a remote work transition. But change brings opportunity. Embracing a remote work policy means more flexibility, better work-life balance, and reduced stress. It’s a chance to rethink how we collaborate, innovate, and grow together. Let’s focus on the benefits of this change and communicate openly to address concerns. When we adapt and evolve, we set the stage for success. How has your team navigated resistance to change? Let’s share ideas! #ChAnGeIsCoNsTaNt

To convince employees of the benefits of a new remote work policy: Highlight increased flexibility and work-life balance Emphasize cost savings on commuting and office expenses Stress the potential for improved productivity and job satisfaction Offer tailored benefits like internet stipends or virtual team-building activities Provide clear guidelines and expectations to address concerns Implement a trial period to demonstrate effectiveness Share success stories from other companies or departments Offer training and support for remote work tools and best practices

🚗💻 Sarah used to spend 2 hours commuting every day. Now, with remote work 🌐, she attends her kids' soccer games ⚽ and meets deadlines 🎯—all while staying productive 📈. Real flexibility makes for happier, more engaged employees. 🗝️ The key? Show how remote work benefits real lives, not just the bottom line.

Imagine remote work as a treasure chest and your team as explorers hesitant to open it. Start by showing them the map—highlight the benefits like flexibility, reduced commute stress, and improved work-life balance. Share success stories of other teams thriving with remote work to inspire confidence. Next, offer a trial period as a safe exploration. During this time, provide tools and support to help them adapt. Keep communication open, inviting feedback and addressing concerns. By framing remote work as an adventure with clear rewards, you can transform resistance into excitement for the journey ahead.