Introducing new process or work culture in your organisation is not very easy task. Each and every CEO faces the problem of resistance from their employees while changing or introducing a new work process. There arise various types of issues such as cultural, organizational, technical and employee or people-oriented issues.
Some of the common challenges related to human in terms of new work process introduction
- People resist change
It is a common human nature to resist any kind of change because they feel more comfortable in working the familiar ways.
Example- Employees of most organizations are resistant to change in work process.
- Lack of awareness
Most of the time people fails to understand the necessity or advantages of the desired change. They even are unaware of the process of work and creates mess or confusion.
Lack of communication is the root cause of misunderstanding.
- Fear of losing jobs
Most of the employees fear that adopting the new process will require lot of skill which they lack. Thus, fear of losing jobs arises.
- Lack of employee involvement in decision making
In most cases only the management takes the decision of introducing the new work process. There arises a gap in communication between management and employees. The end result is employees feel that the change in work culture is being forced on them.
- Misalignment in leadership
It is very important to gain the support of mid-level managers or team leaders to introduce the changes work culture. If they are not convinced, how will they motivate their team members?
- Lack of proper training
Whenever a new system is introduced, it requires proper training to the employees to make them familiar. Lack of training or skill gap might fail to motivate them and they may feel distracted or frustrated.
- Fatigue due to overload
Introducing a large number of changes in the work culture or work process can mentally drain out the focus of employees. Therefore, break within proper interval is necessary.
- Cultural barriers
Employees tend to feel more resistant in rigid, hierarchical or risk-averse company culture.
Role of a CEO to overcome change resistance
Clear and precise communication is required to explain the need and benefits of change in the work culture.
- Involvement of employees- Involve employees in the early process design.
- Sufficient training and support- Introduce proper training process before adopting the new system fully.
- Choose the right people- Identify the individuals within the organization who support the change and give them the responsibility to influence other employees.
