HOW TO HANDLE RESISTANT EMPLOYEES
WITHOUT COMING OUT OF MY CONFORT ZONE
AND STEPPING OVER BOUNDAIRES

RESEARCH PAPER
November 04, 2013
AMBA 600, Section 9041
University of Maryland University College

EXECUTIVE SUMMARY

The purpose of this research paper is to show you different ways on how to handle resistant employees without stepping out of comfort zone or boundaries. Resistant employees can also be harmful to your business or company. When an employee feels resistant to a change they feel less hopeful about their future in that particular company or business. When an employee spends most of their time thinking about resistant in the workplace, they become less interested and focused on what they daily task they are suppose to be doing. That can lead to a reduced in efficiency level and output that can affect the company’s bottom line. A resistant employee can also disrupt the work environment; employees who don’t want to change will cause commotions with outbursts regarding the changes or even have a combative attitude with the management staff. That negativity can spread to other staff members and encourage them to also act in that same manner. Some resistant employees can also bring you out of your element at times

While doing my research on resistant people, I’ve learned that some individuals are resisting changing, and there are multiple reasons. While adding to the complexity is the fact that from time to time the stated reason hides the real deep personal reason. I have learned to recognize that people work through a psychological change process as they give up the old and come to embrace or reject the new. People may experience initial denial, and then begin to realize that the change can’t be ignored. Sometimes strong feelings may emerge, like fear, anger, helplessness and frustration. A person can accept the change either negatively, with feelings of resignation and complacency or positively, with enthusiasm to capitalize on the changes. You should always watch out for the ones who get stuck in one phase, and offer your support. Allow space for people to work through the stages and give them time to breath and listen with empathy. I have learned that there are many reasons why people are resistant to change, the first reason is that the person is in general against or negative towards all that is different or new. They would say things like we just don’t have time for that or its too early or too late for that. The second reason is that the person is not interested in the idea or change, or he/she has other goals that he/she wants to pursue. The third is that the person doesn’t understand the message and/or the consequences that the change will have on his /her work situation. The Forth reason is that the person doesn’t trust the person who communicates the change initiative. The last one is fear, like for example a fear of not having competences to unlearn old habits and also a fear of not having competences to learn new things. Change for resistant people triggers a fear of failure or a fear of rejection. They worry that the change may uncover their lack of skill or knowledge and cause them to be rejected as incompetent. Some would say they may be worried they will lose their job especially if, there have been other indications that this is a possibility. They may also feel slighted that they were not chosen to be the leader if they value power. Some of them are consumed by their needs and can’t whole heartedly see the change as a positive step for the

company or organization. I see this type of resistance can also occur when someone is promoted to the leadership role and then resists the complaints or feedback from their co-workers/subordinates. Some would say the solution to handling them type of resistant people is to, understand their need for independence and offer solutions that will allow them to adapt to the changes as slowly as