How to let employees as your "dead"

For managers, there must be some performance pressure, in the face of external competition, always thinking of various strategies, thinking how you want to change to a surprise. However, no matter how hard you want to make a change, but when in communication with the employees everywhere. The more urgent, more heart cannot understand why people are not willing to change.

It's not willing to change staff? to enable employees to accept change, really difficult? didn't understand the reason behind arbitrary determination before employees are reluctant to change or not for progress, it is very unfair.

Get rid of stereotypes

Tip: resistance to change is the natural reaction, is a necessary process.

According to the United States to Pristina lease-management consultants of statistics show that usually only 20% of employees at the outset will fully support the change, 50% of the employees of neutral, another 30% are very resistant to change.

In fact, the resistance to change is the natural reaction, is a natural process. Not everyone can immediately accepted wholeheartedly, employees need time to adjust, more needs to be in charge of communication and assistance.

Doing business with all know that when customers have objections should not be considered that the customer is wrong, and has strong selling your ideas, you should understand the reasons behind the opposing views. If you cannot resolve customer issues, even if the product is good, can not continue to sell.

Resolve employee reluctance

Tip: the competent employees should not be regarded as hindering of resistance.

In the face of resistance, competent employees should not be constantly changes to employee stress, but to face up to the staff's response, to understand the reason behind it, dissolving the reluctance of the staff.

"Managers should not be regarded as hindering employees resist, but should be seen as opportunities. "Harvard Business School Professor Dade. Bilecik said.

Employees resist showing you some places may not do, for example, does not make clear that let employees produce worries, or failed to provide sufficient assistance to let staff know what to do.

Define mutual rights and obligations

Tip: employees are not opposed to change, but for how his personal impact.

Employees are not willing to change, but more care of his own kind of impact will be. As Switzerland, Lausanne Management College Professor Paul. History of green Bell said, organizations and individuals based on the existence of an established "personal contract" to define the rights and obligations of each other. But the change has the potential to destroy the original commitment. Maybe just slightly adjust the employee's work content, but for the staff, he definitely would have thought that their interests are affected. Whether he wants to do more than in the past, many did not get the appropriate remuneration, or he must assume more responsibility, but the permissions have not increased.

Why not willing to change staff?

Tip: managers only see the problem, that there is a need for change, but didn't want to do.