Photo by Marcis Berzins on Unsplash
Managing change with a myriad of personality types in your workplace is not easy, especially in today’s high-tech workplaces.
If it were easy, then everyone could do it, right? Right.
When trying to implement change, have you been surprised by the reactions of some of your employees? Some will cooperate but others will be disruptive and resist your efforts.
Too many managers sink or just tread water in implementing change.
If you have difficult employees – those who constantly complain or criticize change – you don’t have to let them drown you.
And it’s not a good idea to ignore or tolerate their behavior. You can solve such situations.
In fact, you can solve every situation.
Here’s how to manage your workplace’s different personality types:
Belligerent, disruptive employees
You know the type: Disrupters angrily balk and resist change even if it hurts the organization. They’re the most toxic.
They vociferously gripe about any announced changes. They claim changes will create new issues. They gossip and try to get co-workers to resist.
Once change is implemented, they’ll do everything imaginable to undermine it.
Toxic Employees Warrant Your Best Coaching Tactics
Perhaps they’re right at times. But their loud, agitated negativity is too disruptive.
Rest assured their behavior can be managed. In many cases, you can persuade them to stop. If you don’t, your organization will suffer from gradual decline into disorder.
Therefore, if they continue, put a stop to it and explain the consequences of their behavior.
Don’t procrastinate in approaching them to discuss your concerns about their actions. Invite them to become leaders and persuade others to cooperate.
Passive-aggressive employees
Passive-aggressive employees resist change indirectly. They avoid direct confrontation in a variety of ways such as misplacing information, pouting or procrastinating.
Obviously, they don’t want change but they’re not vocal in their opposition.
When pressed, they cite different excuses for not changing or for delaying implementing change.
Tips to Prevent or Eliminate Employee Toxicity
So, talk with them. Ask open-ended questions to learn their concerns. You’ll find their reasoning is based on fear of change.
Explain your appreciation for their doubts. Point out the benefits to them and the organization.
Offer to help them adapt and explain your expectations of their behavior. Compliment them on their efforts to change
Of course, keep dialoguing with them. However, make certain they comply 100 percent.
Fretting employees
Fretting employees are worriers. You’ll find they not only fear change, but they’re uneasy about everything.
This stems from a distinct lack of self-esteem.
Prevent Negativity, Gossip, Toxicity from Infecting Your Team
While they don’t resist like passive-aggressive employees, they are easily persuaded by their team members.
What to do? Chat with them. Invite them to share their feelings.
Give them as much information as you can. Emphasize the benefits of the change to them and the workplace.
Ask your key supportive employees to talk with them, too, to offset the negativity of passive-aggressive and disrupting co-workers.
Be sure to praise their efforts to implement the change.
Supportive employees
You’re fortunate if you have many supportive employees. They support your efforts and will act quickly. They’ll enthusiastically anticipate rolling up their sleeves.
What to do with them?
Seek their ideas. In marketing jargon, encourage them to be Centers of Influence. That means asking them to show leadership in inspiring others.
Contrary to most situations, don’t praise them in public for their efforts or you’ll risk incurring water-cooler gossip and negativity.
Good luck!
From the Coach’s Corner, here’s more on implementing change in your workplace:
For Change-Program Success, Assess Skills and Mindsets — You might have a laudable aspiration for a change program, but you must first assess the skills and mindsets of your human capital. Here are the precautions to take.
8 Change Management Tips for an Unpredictable Marketplace — For a business to win in an unpredictable marketplace, there are eight change-management strategies to implement. Among the key concepts to remember: Double-down on effective management.
5 Strategies to Make Change Management Programs Work — Management is mostly to blame because most change-management programs crash and burn. Why? It’s up to management to hire the right people, and to invest in the right tools while inspiring employees to accept and drive change. Here’s how.
Tips for Marketing Your HR Policy Changes to Employees — So you’ve identified workplace policies that need to be updated. But you want your policies to be accepted and followed, right? Here’s what to do.
“I think you should always bear in mind that entropy is not on your side.”
-Elon Musk
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