Technological advancements now enthrall the world at a faster pace than ever before. Each year, businesses and government establishments have newer options to perform organizational functions—solutions that promise faster, more efficient results. 

The AI revolution has propelled the pace further, encouraging many firms to consider artificial intelligence for automation and data-led insights. Microsoft 365 recently launched Copilot Tuning to let companies adjust AI models per their company data and workflows.

However, despite the abundance of tech options, many organizations fail to take advantage because of internal resistance from the workforce. Harvard Business Review notes that employees face at least 10 planned enterprise changes annually. The changes were just two back in 2016. A persistent need to adopt and adapt is causing weariness among many professionals.

Let us identify strategies business leaders can use to encourage a more favorable mindset toward organization-wide technological changes.

1. The Actual Cause of Resistance May Surprise You

It is common to encounter resistance when striving to integrate a new technology into your company. Many managers assume it stems from a fear of leaving one’s comfort zone or being unsure about learning new skills.

The ground reality may be different. While unfamiliarity often breeds resistance, your company’s change aversion could indicate other forces at work. Anxiety about possible job cuts and negative past experiences are some examples. The former is an oft-encountered threat from AI-led technologies that can automate and speed up many tasks humans perform more slowly.

Beyond the threat of job loss, AI adoption has also run into psychological barriers. Some employees may find it too “artificial” – an inflexible and unfeeling alternative to human inputs and creativity.

The resistance could also stem from concerns about day-to-day work after the new change. How will the employees adapt if they receive little hands-on training but managers expect them to get going? This problem can plague establishments that have historically skipped upskilling initiatives for their staff.

2. Change Calls for Transformational Leadership

What if the change aversion in your company radiates from the upper echelons of management? Many companies realize that change is indispensable. They are hesitant, however, to make the effort it takes in communication and employee training.

A 2024 Gallup survey highlighted two crucial leadership aspects that impact how employees react to change. Trust and communication. Those who associate these values with their company’s leadership are more likely to be engaged and feel less stressed about the job. These values are core to transformational (as opposed to authoritative) leadership.

It is also worthwhile exploring solutions that connect academia and business to strengthen these skills. For instance, online Ed doctoral programs can help managers learn to be more effective change agents. The online format offers flexibility and speed crucial for those balancing work with further educational training.

Marymount University notes that bolstering leadership skills can benefit those seeking senior positions in government or private sectors. After all, resistance is a legitimate problem in diverse organizations struggling to keep up with the pace of change. Sometimes, the solution may lie in research-based, academic approaches to problems.

3. Is Your Communication Around Change Adequate?

Communication can be an excellent approach to making resistance fruitful (and not obtrusive). As leaders, it is critical to ensure that communication around the impending change covers the following:

• The benefits of the change in ROI, company image, etc.

• The predicted advantages for the employees, like time-saving or freeing up time for more creative projects

• The associated training the company will provide to help employees adapt

• Whether the firm expects employees to upskill through personal effort outside of work hours 

• Whether the company will provide financial help or additional time to employees to complete this training

Besides these, you should also consider a transparent approach to communicating expected disruptive changes, like job cuts or restructuring. 

Forbes advises leaders to support their workforce by issuing an early warning about layoffs to give people time to prepare and plan. Empathetic companies also offer severance pay for a few weeks or months. It is despite how federal or state laws in the US don’t mandate it.

The past few years have educated us enough about the perils of catching professionals unaware. The ethical and responsible solution is openness, no matter how hard it may seem.

A substantial bonus of intensive communication is getting feedback from the employees. They may have intuitive suggestions to make change adoption smoother since their experience is grounded in everyday operations. Moreover, you will need their support while rolling out a pilot program or launching incremental steps for the proposed change.

The strategies above can assist organizations in their change journey, extending beyond technology adoption to new work schedules and events like M&As. 

A change-averse organization can sound dismal in today’s ever-transforming world. But, like everything else, it can change, evolving into an entity with experience and wisdom.