Wide-Format Pros Discuss How They Overcome Resistance From Team Members

QUESTION:

How do you deal with employees who have been loyal for years but are resisting important changes that you’re trying to implement?

• I realize change is hard. I try to be patient and give change in bite-size increments. Having plenty of training helps. — Morgen M., Seattle, WA

• I ask them, “So how would you do it differently?” It usually turns them around to implement the change, or we adjust the plan if their suggestion improves it. — Britt H., Nucla, CO

• That is a tough one that we deal with, as a 133-year-old business. I do better in a group setting talking about what we want to do vs. one-on-one, that can appear more demanding. — Rick M., Glendale, WI
• We definitely start by trying to determine the source of the hesitation or resistance and to understand that better.  Once we get around that, we try to ensure that they have some buy-in or skin in the game as well and not just zero voice in the matter.  We try to make sure all or most major changes are part of the group decision so that it’s best for the company as a whole. — Derek A., Columbus, OH
• If they have been with us for years, it means they have fully bought into how Digitype does business. Typically they see things before I do and are suggesting we implement this procedure or purchase this next upgrade in equipment. — David K., Tualatin, OR  

• Talk with them and start with small changes and explaining why it will be easier or more cost- effective to make the changes. I always try and get their input and keep them in the loop. Change without a heads-up can be worse. — Megan L., Douglasville, GA

• We tell them that we expect 100% buy-in from everyone on the team and make new policies known verbally at staff meetings. Fortunately we don’t receive too much pushback. — Rob M., Greensboro, NC 

• I let them know who pays them while informing them of how the changes will make their job easier and the company more profitable. — Ann D., Chelmsford, MA