Chap 5.7: Low-Risk Strategies to Overcome Employee Resistance

Front

Define LOW RISK STRATEGIES

Back

Low-risk strategies are used to overcome employee resistance by encouraging participation in business changes.

These strategies focus on reducing fear and anxiety, leading to a greater chance of success in overcoming resistance.

Front

List all LOW RISK STRATEGIES

Back

• Communication
• Support
• Incentive
• Empowerment

Front

Communication

Back

Communication involves managers transferring information openly and listening to employee feedback.

This helps employees understand the reasons and impacts of changes, reducing resistance.

Front

Empowerment

Back

Empowerment can indicate to employees that managers have confidence and trust in them, increasing morale and motivation to accept and implement change.

Empowerment involves employees in the change process with greater responsibility and decision-making power.

This leads to a greater willingness to contribute to the change process.

Front

Support

Back

Support involves managers providing employees with assistance as they move from current to new practices. This can include strategies like Staff Training or Counselling to reduce fear, stress, and anxiety.

Front

Incentives

Back

Incentives involve managers providing financial or non-financial rewards to encourage employees to support change. Financial rewards can include bonuses, pay rises, and commissions, while non-financial rewards can include leadership positions or new responsibilities.

Front

Role of communication in reducing employee resistance

Back

Ensures employees understand why change is necessary.

Front

Role of empowerment in reducing employee resistance

Back

Gives employees a sense of ownership over the change.

Front

Role of support in reducing employee resistance

Back

Overcomes fear and stress towards change.

Front

Role of incentives in reducing employee resistance

Back

Encourages support for change by providing rewards.