Faced with change, most people go through four stages.
At first, they refuse to acknowledge the need for change. This is the denial stage. During the second stage, resistance, they will resist efforts to implement the change by dragging their feet. It doesn’t matter where the idea came from.
Todd is an employee in Grace’s list department. He came up with a way to update lists more easily. Enthusiastic about the idea, Grace sold management on it. Eager to get started, Grace and Todd were surprised at the response of Todd’s peers.
“What’s wrong with the way things are done?” Linda asked.
“Yeah, Todd,” asked Anna. “I think we do a pretty good job here. What makes you an expert?”
“I believe Todd thinks he is better than we are,” said Hank.
Todd had to take some hazing, but in time the group admitted that Todd’s idea would save them work. The group went from the resistance stage to what is called the exploration phase. During this stage, most employees accept the idea.
During the resistance stage, you will find about half of your employees willing to go along with the change. During the third stage, exploration, you should gain the support of another quarter of your group. The remaining quarter may never accept the need for change; indeed, they may oppose it so dramatically that you have no choice but to transfer or even terminate them.
During the fourth and final stage, acceptance, staff members see the change as the new status quo.