7 Best Practices for Overcoming Employee Resistance to Change

Change in the workplace can sometimes feel like being thrown into the deep end of a pool without a floatation device. Employees may resist, leaders may stress, and the idea of transformation can trigger more fear than excitement. But it doesn’t have to be that way! It can become a mindful business transformation. What if we could make change something to embrace rather than dread? What if we could inspire our teams to not only survive the change but thrive in it? It’s all about strategy, communication, and—yes—a good dose of positivity along the way.

In this article, we’ll walk through practical strategies for overcoming resistance to change, from understanding the root cause of resistance to celebrating small victories along the way. So grab your leadership toolkit and let’s dive in!

1. Understand Why People Are Freaking Out (Spoiler: It’s Not Personal)

Before you dive into your strategic change initiatives, take a moment to understand why everyone is freaking out. Resistance to change doesn’t come from some mysterious, irrational dislike of your new ideas; it’s often a response to fear. Fear of the unknown. Fear of losing control. Fear of being left behind or made redundant. Sound familiar?

Practical Tip: Take the time to listen to your employees’ concerns. Use surveys, one-on-one meetings, or informal chats to gauge what’s causing the anxiety. Then, address these concerns head-on in your communications. After all, it’s hard to sell “change” when your team thinks it’s the end of the world as they know it.

Example: When Satya Nadella took over as CEO at Microsoft, he understood that his team wasn’t just resistant to a shift in strategy—they were grappling with a deep-seated fear of the unknown. He didn’t force the change; he reassured employees, making the transformation a shared journey instead of an overwhelming burden. By focusing on empathy and unity, he turned resistance into excitement.

2. Be Transparent: Share the Plan

Nobody likes being left in the dark, especially when it comes to something as important as a company-wide transformation. If your employees don’t know what’s happening, they’ll start filling in the blanks with worst-case scenarios. Transparency is key—when people know what’s coming, they can mentally prepare (and possibly even prepare a snack to get through it).

Practical Tip: Don’t sugarcoat the change, but don’t scare people either. Be upfront about the “why” behind the transformation and what benefits it will bring. If things might get bumpy along the way, be honest about that too. Let’s face it—nobody likes surprises, unless they’re good ones.

Example: Netflix didn’t just tell employees, “We’re switching to streaming,” and leave it at that. CEO Reed Hastings made sure everyone understood the “why” behind it: “We want to entertain the world.” By focusing on a clear and inspiring mission, Netflix got everyone on board with the transition—whether they were ready or not!

3. Involve Everyone in the Process: Because It’s Not About You, It’s About Them

People resist change when it feels like it’s happening to them, not with them. Nobody likes feeling like a pawn in someone else’s game. To get your team on board, you need to involve them in the process from the start. It’s like throwing a party—don’t just hand out the invitations; get everyone involved in planning the playlist.

Practical Tip: Encourage feedback early on and often. Invite your team to contribute their ideas, concerns, and suggestions. When people feel like they have a voice in the change process, they’re more likely to feel invested in its success.

Example: Patagonia didn’t just impose its green initiatives on employees. They worked closely with them to make sustainability a core part of their mission. By getting everyone involved and aligning the company’s values with their personal values, Patagonia fostered a culture of support for the changes they made.

4. Lead by Example: Don’t Ask Your Team to Do What You’re Not Willing to Do

As a leader, you can’t expect your team to embrace change if you’re sitting on the sidelines with your arms crossed, refusing to adapt. Change starts with you. If you’re not willing to step up, roll your sleeves up, and dive into the transformation, why should anyone else?

Practical Tip: Show your team that you’re in this together. Embrace the changes yourself. Whether it’s learning a new tool, adopting a new strategy, or getting your hands dirty in the trenches, lead by example. If they see you committed to the change, they’ll be more likely to follow suit.

Example: Howard Schultz at Starbucks didn’t just sit in his corner office while employees made sacrifices. He led the charge in transforming the company’s culture, encouraging employees to join him in making Starbucks a more innovative, customer-centric business. His hands-on involvement inspired others to follow.

5. Empathy Goes a Long Way: It’s Not Just for Therapists

When people resist change, it’s often because they feel emotionally disconnected from the process. They might be worried about their jobs, their workload, or simply how the changes will affect their day-to-day lives. Empathy can ease this anxiety and turn resistance into engagement.

Practical Tip: Take the time to understand your team’s emotions and concerns. Acknowledge their struggles and let them know you’re there to support them through the process. You don’t need to have all the answers, but a little empathy goes a long way in helping people feel seen and heard.

Example: IBM’s Ginni Rometty made sure that employees weren’t left in the dust when the company underwent a major digital transformation. She supported reskilling initiatives and made it clear that change was a chance for growth rather than a threat to their livelihood. Her empathetic leadership helped employees feel more secure in their future with the company.

6. Celebrate Every Little Win: Progress is Still Progress

Change is a marathon, not a sprint. Don’t wait until the end of the transformation process to pop the confetti. Every small win is worth celebrating. Recognizing milestones along the way boosts morale and keeps the momentum going, even when things feel tough.

Practical Tip: Acknowledge even the smallest victories. Whether it’s successfully implementing a new system or getting through the first week of training, celebrate it! It keeps people motivated and shows that their efforts are making a difference.

Example: Ford’s Alan Mulally didn’t wait for the company to be fully turned around before celebrating. Every time a milestone was achieved, whether it was cutting costs or launching a new product, he made sure to recognize the effort. This helped keep the team’s spirits high and encouraged continued progress.

7. Highlight the Benefits: It’s Not Just About the Company, It’s About Everyone

People want to know what’s in it for them. Yes, the company’s success is important, but what about their personal success? Will the change make their work easier, more fulfilling, or less stressful? If people can see the personal benefits of change, resistance will decrease significantly.

Practical Tip: Be clear about how the change will positively impact your team’s day-to-day work. Will it improve efficiency? Reduce stress? Free up time for more meaningful tasks? When people see how change benefits them personally, they’re more likely to embrace it.

Example: Google’s 20% time initiative empowered employees to work on projects that interested them, beyond their regular duties. This not only benefited Google’s innovation efforts but also made employees feel more engaged and personally fulfilled.

Change Doesn’t Have to Be Scary—It Can Be an Opportunity for Growth

Leading your team through change doesn’t have to be a nightmare. By being transparent, empathetic, and involved, you can turn resistance into excitement and uncertainty into opportunity. Change is inevitable, but it doesn’t have to be feared. With the right strategies and a little humor, you can lead your team through a transformation with confidence—and maybe even a few laughs along the way.

After all, as Maya Angelou said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” So, make them feel supported, valued, and part of something bigger—and they’ll embrace the change with open arms.