Here are some of the major methods for overcoming resistance to change. Develop a positive climate for change. Develop and maintain good human relations. Because change and trust are so closely intertwined, the first concern should be to develop ongoing mutual trust.

Encourage interest in improvement. Continually encourage creativity. Constantly look for better ways to do things. You need a plan to overcome resistance. Try to see things from the other person’s perspective. The next eight methods should be part of your plan.

Get all the facts and plan how you will present them. Giving half-answers will only make employees more confused and angry. Giving the facts as far in advance as possible helps overcome the fear of the unknown. Clearly state why the change is needed and how it will affect employees. People want to know why the change is needed and how it will affect them both positively and negatively. Be open and honest with employees. If employees understand why the change is needed, and it makes sense to them, they will be more willing to change.

Create a win–win situation. People respond to incentives, so be sure to answer, “What’s in it for me?” When people can see the benefits to them, and/or what they can lose, they are more willing to change.