Question
Need help in rewriting this in my own words, please Opportunities to Increase Change Readiness / Trust When implementing any change, it is important to
Need help in rewriting this in my own words, please
Opportunities to Increase Change Readiness / Trust
When implementing any change, it is important to consider where individuals may fall in
the change management process. While some are early adopters, many may take more time to
understand necessary change. However, an employee's resistance to change compared to one's
peers can many times stem from one's manager. Change can be confusing and volatile, however,
a leader is supposed to guide you through this time with clear communication, transparency, and patience. Any manager lacking the skills needed to effectively manage the change process may
be doing a disservice to their employees. Additionally, some employees may be natural
detractors from change with a relatively negative outlook on change. Typically, these folks need
to be managed separately to ensure their dissent and resistance do not spread to their peers.
Based on the exit interviews from various employees it appears frustration with
leadership made peer-focused dissent is a typical occurrence during times of change (Exit
Interviews, 2021). The employee perception showed themes of leadership's inability to accept
feedback leading to change detractors who went underground and focused their efforts on
spreading dissent through peers (Lewis, 2019). Ensuring that one's peers also have a negative
view of changes creates additional resistance throughout the company, ensuring it is not a
smooth process.
With middle and senior management being unreceptive to many forms of feedback,
upward dissent seemed to be ineffectual as well. This form of resistance is characterized by
attempts to influence decision-makers during the change management process (Lewis, 2019). In
this case, the decision-makers at the U.S. branch were only following the Singapore standard
operating procedure (SOP) without much influence on it. The resistance stemmed from a lack of
action being taken on the feedback being given by employees. Eventually, this led to attrition as
evidenced in the exit surveys.
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