It simply is not true that people don’t like change. People LOVE change when it helps them to be happier, freer, more creative and productive.
When it solves problems they couldn’t solve before. When it reduces their pain, struggles, discomfort. Or helps them avoid a situation that could make matters worse.
When it offers them something better than what they have. When it provides opportunities to learn something new, to experience exciting challenges.
The kinds of change people DON’T like is the kind that takes away things they have worked hard to accomplish. Solutions they put into place that took a long time to achieve. Relationships they have cultivated and cherished. Benefits on which they and their families have relied.
Even if change requires short-term pain, most people will go for it if they can truly see the longer-term benefits of the change — For themselves, their teams, and their families.
But when people can’t see the benefit of what they are giving up for what they are getting, they resist. That’s natural. Why wouldn’t they?
Companies that introduce changes to improve financial results, but that do not also benefit customers and employees, just succeed in hollowing out the core of what makes an organization successful in the long run. Companies like this can tout their company “Values” all they like, but people see through it.
The kinds of leaders with whom I love to work know how important it is to balance financial results, customer satisfaction and employee engagement. They understand that when their people feel valued and personally connected to the company’s mission, the company will be more successful and profitable in the long run.
And when considering changes, they consider all their stakeholders, and their personal core values as well.
And they feel a lot better about their own work lives.