(Managing Resistance To Change Cont. 1)

Symptoms of resistance

"...- emotion (fear, loss, sadness, anger, anxiety, frustration, depression, focus on self)
     - disengagement (silence, ignoring communications, indifference, apathy, low morale)
     - work impact (reduced productivity/efficiency, non-compliance, absenteeism, mistakes)
     - acting out (conflict, arguments, sabotage, overbearing, aggressive or passive-aggressive behaviour)
     - negativity (rumours/gossip, miscommunications, complaining, focus on problems, celebrating failure)
     - avoidance (ignoring a change, reverting to old habits, workaround, abdicating responsibilities)
     - building barriers (excuses, counter approaches, recruiting dissenters, secrecy, breakdown in trust)
     - controlling (asking lots of questions, influencing outcomes, defending current state, using status)..."
Prosci, 2023p

Unless resistance is handle correctly, you pay a price in terms of reduced outcomes and benefits plus increased costs. Some costs of resistance include:
"...- delayed project or initiative
     - project abandonment
     - reduced productivity
     - greater absenteeism
     - loss of valued employees
     - added financial cost and failure risk of the initiative
     - inefficient processes
     - unachievable goals and poor outcomes
     - the fear of change failures..."
Prosci, 2023p

Need to look beyond the symptoms to the root causes of resistance outlined below:

(source: Prosci, 2023p)

Handling resistance is critical for the success of organisational change initiatives.

(for more detail, see elsewhere in the knowledge base)