How Translation Workers Overcome Resistance to Change

One particular challenge that can impede team progress is resistance to change. People can object to change for a vast range of reasons – from clearly irrational to very logical ones. We must admit that there is nothing odd in such a reaction – all of us naturally fear that it won’t work, that we will not perform well enough, and the worst fear of all – that it will actually work and we might lose our job. And after all, why should we give up the way that works and that we are comfortable with to replace it with a way that might work? So, as the workers from a Milwaukee Chinese Translation Service summarize it: people usually resist change for good reasons and managers must be aware of this and prepared how to deal with it.

The most important thing when you encounter resistance and hostility about a change implemented in the organization you are managing is to scrutinize the extent of the employee’s uneasiness about the introduced change and to provide them with the most appropriate information in the most persuasive, calm and reasonable way. Some advice the Chicago Certified Translation professionals give includes:

  • Express understanding and encourage the other person share their fears and uncertainty so that you have a chance to reassure them. Here the translation service workers recommend to bring the issue out in the open and to deal directly with it without accusing the employee about his reaction.
  • Try to understand the basis for the resistance and evaluate the employee’s objections fairly. Just listen without debating the forthcoming change, listen actively and with empathy – it may turn out that the employee just needs to voice them, to be eased and reassured. Moreover, this will give you the chance to identify any potential misunderstanding or wrong perceptions so that you can later deal with them.
  • Give the employee enough time to go through the transition, hold your arguments until they are ready for them. It is best to leave this for another meeting.

By Sarah Hudson

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