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Last updated on Feb 6, 2025
  1. All
  2. HR Management
  3. HR Consulting

Your team is resistant to change during a reorganization. How will you effectively support and manage them?

Managing a team resistant to change requires empathy, clear communication, and strategic planning. Here's how you can help your team adapt:

  • Communicate transparently: Share the reasons behind the reorganization and how it benefits the team.

  • Provide support and training: Offer resources to help your team develop new skills and understand new processes.

  • Encourage feedback: Create a space where team members can voice concerns and suggest improvements.

What strategies have worked for you in managing resistance to change? Share your experience.

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HR Consulting

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Last updated on Feb 6, 2025
  1. All
  2. HR Management
  3. HR Consulting

Your team is resistant to change during a reorganization. How will you effectively support and manage them?

Managing a team resistant to change requires empathy, clear communication, and strategic planning. Here's how you can help your team adapt:

  • Communicate transparently: Share the reasons behind the reorganization and how it benefits the team.

  • Provide support and training: Offer resources to help your team develop new skills and understand new processes.

  • Encourage feedback: Create a space where team members can voice concerns and suggest improvements.

What strategies have worked for you in managing resistance to change? Share your experience.

Add your perspective
Help others by sharing more (125 characters min.)
82 answers
  • Contributor profile photo
    Contributor profile photo
    Gabriela Garcia

    HRBP - Training Manager | ISO 9001 Standards Compliance | Lean Six Sigma | Competency Framework | Driving Workforce Excellence | Empowering Organizations Through Learning & Development

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    Additionally, leading by example is crucial—demonstrating adaptability and a positive attitude can inspire confidence in the team. Recognizing quick wins helps build momentum, showing progress and reinforcing the benefits of change. Also, engaging change champions—team members who embrace the transition—can help influence peers and create a culture of openness.

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    Sathya Mehta

    Human Resources Head - Consumer Business Group

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    The first and most important step is to Acknowledge Concerns. Targeted Communication, Addressing Behavioural Gaps, if any, effective stakeholders management will help in my view.

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    20
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    Suren Rathod

    Vice President - Human Resources, India ,ME & SEA and Talent Development Leader for Emerging Markets at IDEX Corporation. Certified Leadership Architect and Team Developer.

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    Change is not easy and so to Lead is the Leadership role. It’s all about the the leader How they drives ! When you envisaged that change is constant when you expect the growth and advocate positive impact of reorganisation to the people as well organisation- dealing the resistance becomes very easy . And most importantly helping people to be with the change rather than asking them to change . This helps you to cultivate the change rather than leading it .

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    Sarah Hassanein

    ITCILO Alumni 2025 | 50 under 50 UNWomen Award 2024 | Women Leadership | Group People Experience Manager |HBR Advisory Council Member | Business Partner | Green HR | CSR Ambassador | Happiness Coach | Afro Asian Union

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    Managing a team resistant to change is a nuanced challenge that demands empathy, clear communication, and strategic planning. Here’s how to lead effectively: • Empathy First: Acknowledge team members’ fears and concerns about change; understanding their perspective builds trust and rapport. • Clear Communication: Articulate the reasons behind the change and its benefits, ensuring everyone feels informed and included in the process. • Involve the Team: Engage employees in the planning stages, allowing them to contribute ideas and solutions, which fosters ownership • Provide Support: Offer resources, training, and reassurance throughout the transition • Celebrate Milestones: Recognize progress and small wins to maintain motivation♥️💡💪

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    (Dr) Srinivas Pindi

    Vice President Human Resources & TA @ Phenom | Human Resource Planning

    (edited)
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    Change is constant everyone should adapt and adjust that’s how you grow in life , leaders should convince the teams and make believe that this change is good for them , team and company. It’s also an opportunity to learn and implement more ideas and strategies. Everyone should look at it as an opportunity.

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    Paloma Sanchez Murguiondo

    Global HR Executive. Global HR Business Partner Director – Talent & Organizational Development

    (edited)
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    In my experience, managing resistance to change requires empathy, clear communication, and strategic planning. Consider these recommendations: • Transparent Communication: Clearly explain the change, its goals, and benefits to ease fears and build trust. • Active Listening & Empathy: Address team concerns and provide support. • Training & Resources: Offer training and tools to develop new skills. • Involvement & Co-creation: Engage key members in planning to foster belonging. • Leading by Example: Demonstrate adaptability and positivity to inspire your team. • Celebrating Achievements: Recognize small victories to motivate progress. These strategies turn resistance into commitment, creating an environment for growth.

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    7
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    Ambarish Sharma

    CHRO Humans First. Resources Later!°☆ BW HR 50 Under 50 India's Great HR Leaders to Work With

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    To effectively support and manage a team resistant to change during reorganization, consider the following steps: 1. Explain the reason for change: Share the rationale behind the reorganization, highlighting the benefits and positive outcomes. 2.Involve the team in the process: Encourage feedback, suggestions, and concerns to make them feel invested in the change. 3. Provide regular updates: Keep the team informed about the progress, timelines, and any changes to the plan. 4. Acknowledge and validate emotions: Recognize the team's concerns, and acknowledge that their feelings are normal. 5. Address job security concerns: Be honest about the impact on the jobs of your team members.

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    7
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    Shalom Christian

    AVP – Corporate HR | Arvind Limited | Empowering People Through Tech | Talent & Transformation Leader

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    1.Be the GPS, Not Just the Map – A map shows the destination, but a GPS recalculates when the route changes. Guide the team through uncertainty with real-time direction, acknowledging detours while keeping the end goal clear. 2. Turn "Why Me?" into "What's Next?" – Shift mindsets from resistance to curiosity by framing change as an opportunity. Instead of fearing disruption, help them see the doors opening for growth, impact, and new challenges. 3. Celebrate the Small ‘We Did It’ Moments – Recognize and reward adaptability, even in tiny ways. Whether it's a meme-worthy "Survived Another Day of Change" badge or a heartfelt shoutout, make progress feel like a win, not just survival.

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    6
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    Esleana Lara, MBA, SPHR

    | HR Director | Sr HRBP | Talent Management & Leadership Transformation Expert | Human Resources Leader | High-Performance Cultures | Boosting Engagement & Strategic Alignment | Executive Personal Branding Mentor |

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    When a team resists change during a reorganization, it’s often rooted in fear: fear of the unknown, losing stability, or not being valued. As HR, our role is to be facilitators of the process, helping people navigate change with trust, clarity, and empathy. One of the most powerful strategies is co-creating the transition rather than just announcing it. This means: -Involving key team members early on so they feel ownership rather than imposition. -Acknowledging the emotional impact, addressing concerns with honesty. -Being a visible leader, modeling adaptability and engagement. Resistance to change it's a natural response. The key is transforming that resistance into engagement and opportunity.

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    4
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    Hassan Tirmizi, FCIPD, CMgr FCMI, FCPHR

    OD&D Maverick | Global HR Thought Leader | People & Culture Architect | Transformation Coach | Training Maven | Chartered Fellow CIPD | Chartered Manager Fellow (CMgr FCMI)

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    When your team resists change during a reorganization, it’s crucial to approach them with empathy and transparency. I always start by listening to their concerns, acknowledging their fears, and making sure they understand the “why” behind the change. Bringing them into the conversation—through workshops or one-on-one sessions—helps them feel heard and valued. Offering continuous support, clear guidance, and showing them the opportunities in the new structure can also ease their transition. Change isn’t easy, but with the right support, it becomes an opportunity for growth. Remember, change is the only constant—embrace it, and you’ll thrive.

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