The Barriers To Organizational Change: How To Overcome Them

The Barriers To Organizational Change: How To Overcome Them

When it comes to change, it can be good or bad. Therefore, concerns often arise with her. It can affect the results of the entire company, which can be scary and lead to the need to break down barriers that may arise with organizational change. Let's take a look at the most common barriers and find a way to bypass or overcome them.

Keyword(s): Organizational Change

What is change management?

Let's start at the beginning by answering this simple question. Change Management is basically managing all processes during changes that occur at the organizational level. It includes changes to operating or information systems. Therefore, change management defines all methods that help companies describe and implement changes both within internal and external processes.

With the changes, barriers may emerge that will seem difficult to overcome. Let's look at them one by one and try to find a way to get around them.

Being afraid of the change

It is one of the biggest and most common barriers to organizational change. The first thing we need to do when it occurs is to identify the cause of the condition. A very common cause in this case is the fear of failure and questioning whether change is really necessary. It can happen when the clear benefits of change are not clearly identified, which can lead to the fear that change will only increase stress levels or jeopardize employee productivity, rather than focusing on the good things that will come with the change.

Change managers can avoid this kind of resistance by explaining to their teams that the change will benefit them instead of causing unnecessary stress.

Poor communication: Manager to Team 

Communication is essential when it comes to leadership. This is extremely important in managing change, as our job is to motivate our team to embrace the upcoming change, which may seem scary and new to them. To avoid the barrier of poor communication, Change Managers should make sure that the change process is clear to their teams, that people on the team understand the process and the benefits it will bring. They should also clear up any doubts that pop up in their minds and make them feel safe.

It is important to give our team a clear picture of the upcoming change - let them know why the change is needed, the main goals, how it will affect the organization, and benefits it will bring.

Well-developed communication is the key to a smooth and "painless" transition through the process of change.

Ignoring employee contributions

Regardless of the situation, your team should always feel welcome, have space to share thoughts and get involved in every process. This is even more important when it comes to managing change. Therefore, when you are in the middle or preparing for an organizational change, don't hesitate to listen to your team. Let them share their ideas, thoughts based on personal experiences. Making them part of the change will also motivate them and keep them highly productive.

Lack of flexibility of the strategy

To be successful in an ever-changing business world, you need a good strategy. And the strategy must be agile. This leads to another very common barrier to organizational change that is not being flexible enough in terms of strategy. So the key to overcoming this barrier is simply not to get stuck while setting it up and being flexible to any ideas and help from others.

Using outdated technology

Digital technology is the key to everything. Therefore, companies must be up-to-date and develop technology in line with the needs that are determined by the market. Using advanced technology can be a big help during organizational change, allowing it to transition faster and more smoothly.

There are many tools that can make organizational change processes more efficient, such as project management tools, automation tools, or various digital adoption platforms.

We discussed the 5 most common barriers to organizational change. Overcoming them can help you go through the change process faster and more efficiently. If you want to develop your organizational skills, check out our courses and successfully lead your team through an organizational change.


Frequently Asked Questions (FAQs)

  1. How can organizations overcome resistance to change?
    To overcome resistance to change, organizations should involve employees in the decision-making process, provide clear explanations for the changes, address employees' concerns, and offer appropriate training and support to help them adapt to new processes or systems.
  2. What role does having a clear vision and strategy play in facilitating organizational change?
    A clear vision and strategy help align the organization's goals and values, ensuring that all stakeholders understand the purpose of the change. This alignment fosters commitment, collaboration, and motivation among employees, making the change process smoother and more effective.
  3. Why is effective communication crucial in managing organizational change?
    Effective communication ensures that everyone involved in the change process is informed, engaged, and on the same page. It helps in addressing any misconceptions, answering questions, and alleviating fears or concerns. Moreover, open and transparent communication builds trust and encourages employee buy-in, which is essential for successful change implementation.
  4. How can organizations ensure they have sufficient resources and support for change initiatives?
    Organizations can allocate adequate budget and personnel to change initiatives, invest in training and development programs, and provide tools and technologies needed to support the change. Additionally, leaders should continuously monitor and evaluate the change process, making necessary adjustments to resources and support as needed.
  5. What role do leaders play in overcoming barriers to organizational change?
    Leaders play a crucial role in overcoming barriers to change by setting a clear vision and strategy, fostering open communication, addressing employee concerns, and ensuring adequate resources and support for change initiatives. Effective leaders serve as role models, demonstrating commitment to the change and inspiring employees to embrace it.
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