Top 5 Reasons for Resistance to Change

Top 5 Reasons for Resistance to Change

Top 5 Reasons for Resistance to Change

All improvements require change, yet, most people resist change. They prefer to stick to their long-established behaviors and old habits. It’s human nature and somewhat mental psychology that restricts human being from accepting change. Below listed are the top 5 reasons why people resist change. Take this poll and see the results.

[poll id=”4″]

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  • Hi Asma,
    All the reasons specified in the question “blame” the person who “will be changed”.
    What do you think of these reasons:
    1. Incapability to explain the change and its implications, the relevance and how appropriate the change is.
    2. Lack of investments (money + time) given in the ability to learn new skills.
    3. Let people work out themselves the way to the new solution in their own tempo, and find new habits en move the borders of their own comfort zone.


  • Interesting results in there. I wonder how many of your respondents were training people, and how many were project/IT/Finance people? Much of the time I hear project teams assuming that change is being resisted because the users are “dinosaurs”, or “stuck in their ways”, when the project team has made no attempt to explain the reasons for the change in a way that is appropriate to them.

  • I am a sales person. Getting people to overcome their fear of change is one of the most difficult things I have to do. It is one element that is a great contributor to lengthy sales cycles.

    It is my job to make people comfortable enough to understand the benefits of and to embrace the changes. I want my customers to look forward to changing as opposed to dreading it.

  • Nice psychology on the persons who change but this all depends on the nature and the behavior of the person. hope from the list given above are only reasons but people need to think and find new habits to make their life comfort and happy to get more best results.

  • What about the fundamental issue of “being changed” as opposed to “engaging in change?” I believe people resist having change imposed upon them, rather than being allowed to participate in designing it.

  • Dona Hills

    I so agree with Brenda. The resistance to change is never the fault of the employee. There are no employees who wouldn’t support change if it is going to improve things, and they care about the company they work for. If people are are informed and invited to participate in the change movement you have sustainable change. One of my Leadership professors once told her class ;” It is better to light a fire within people than to light a fire under them. we are to blame if change is resisted, those of us who specialized in change management. We have not laid the ground work, we have not engaged the people, we have not developed group purpose and we ave tried to shove people on the bus who are unsure they want to go on this journey.

  • Hi

    There are three I would like to add:

    1) They believe (often with good reason) that leadership is not competent to successfully lead change.

    2) Especially in government and military (but not only)- they believe that politics will override effectiveness. (See NSPS)

    3) They don’t trust the motivation of leadership for making the change

  • Carl Gill

    Doesn’t it really begin by making people less comfortable with their existing situation? Besides being an Instructional Designer, I’m also a Project manager and face the same issues when I am in charge of bringing in a new innovation or migrating users from one system to another. I find out what their current pain points are and assuming that the planned innovation addresses some of these, I emphasize the features and functionality of the new product or service in my communications. I’ll have the project sponsor get involved so that they can be a torch bearer and say why this innovation is needed so badly. To date, I’ve had very few laggards.