The statistics are downright worrisome. It’s been estimated that organizational change—whether due to a merger, an acquisition, or a company-wide reorganization—often results in a decline in work productivity at levels approaching 75% in the near term. Moreover, only 25% of employees are, on average, ready to willingly accept change, which is a key reason why the number of organizational transformations that meet their goals is pegged at no higher than 30%. For those who put the deals together, M&A activity can be sweet.But for the employees of the affected companies, dread, not glee, is the far more common emotional response.
The emotional reality is that it’s downright scary for employees as they wade through the murky waters of their company’s transitional period.Several reasons come into play as employees actively or passive-aggressively resist change brought about by a company’s senior management.
The 7 Reasons for Emotional Resistance
Insecurity
People wonder if they can make ends meet.They feel vulnerable and, therefore, anxious about entering the unknown.
Powerlessness
Not only does change bring chaos, it also can create or reinforce the realization that they lack control. The events are bigger than the people involved and may cause them to retreat or otherwise collapse on themselves.
Dread
This comes in response to knowing that the final change in life is death. Being reminded of the ephemeral nature of existence generates some of the subtlest and yet most profound anxiety in employees during a time of company change.
Betrayal
Employees have emotionally formed a pact with the status quo and now they may ask themselves, “I didn’t ask for this. Who let us down?”
