Why new is not welcomed?

Remember the fresh smell of a new book? Remember the color of the new water flow? Remember the excitement of new flower blooming? Remember the beautiful change of seasons? We always had our joyful moments of new beginnings.

But still why do we not welcome change at workplace? Why do we show resistance? What stops people from enjoying change at workplace? New role? New boss? New tool? New process? New colleague?

I observed various factors in organizations that might influence the way people react to change. At an individual level, there are four dimensions related to change that seem to be playing on the minds of people.

Fear – When faced with change, people do experience a sense of fear. It could be fear of getting exposed; fear of becoming more accountable, fear of uncertainty or simply it could be fear of the unknown. For example, when a new boss arrives, one may fear that he or she may notice your shortcomings; work load may increase or daily report on your performance may have to submitted; or there could be fear of reducing the head count and you may get affected.

Discomfort – We always find it easy and cozy if our daily work routines are well set so that we can go through the same without much effort. When change takes place, it forces people to come out of the set routine and thereby creating discomfort.


Lack of Motivation – One may not understand the organization’s reason for change because within one’s role or department, one may feel that life is going on smoothly. In such cases, individual will not have any motivation to change. Simply put, the key question is: what is in it for me to change?

Consequence – It is better if there is a self-realized motivation. In its absence, at least there must be some consequence for resisting change. Imagine a situation where an individual lacks motivation and there is no explicitly stated consequence. Why would any one change?

Any change management strategy needs to address the above four factors. We will look forward to any interesting experiences that can be shared around these factors.

Blog Author : Dr Raj

Related Posts



Executive Search!! – Is it not recruitment?

Generally, Recruitment and Executive Search are treated as same, while they both have a significant difference in the approach. Recruitment is identifying a pool of active candidates looking for a job change. Executive Search is identifying passive candidates and create an interest to change based on the opportunity. Let’s look at some key differences between Recruitment and […]