Our organization was implementing a new performance evaluation system. The first signs of resistance became apparent during a company-wide meeting where the change was announced. Employees started asking questions and expressing concerns about the fairness and transparency of the new system. Most of my team members approached me privately to voice their discontent. These initial indicators highlighted that resistance to the change was brewing within the organization. As the change initiative progressed, the resistance became more pronounced. Employees started sharing their negative opinions about the new system through informal conversations and emails. The HR department and top management began receiving a significant number of complaints and feedback, making it evident that resistance to the change was widespread and affecting the smooth implementation of the new performance evaluation system