Participation is an effective technique for reducing resistance to change because it points out the need to establish an understanding of the change to lead them to accept the change. Even though it’s time consuming, but overall this will pay off when users are able to comprehend and dedicate to the change. When a company is trying to introduce a much needed change, there should be a team in charge to deliver information regarding the changes coming its way. Introducing facts, plans, engaging planning with the employees with help implement participation of the new idea and help it go smoother. Managers are able to determine from the participation if there are any problems among the employees if needed to address; these changes will help the employees fully understand them. Overall managers should not ignore resistance to change, instead they should identify the reasons and analyze to new strategies to gain the acceptance by the users.
Top management support is a crucial factor to reinforce the importance of accepting change. Innovating both verbally and symbolically makes things more visible for people to be aware of the importance of change. This comes more in tactic when it involves multiple departments and when resources are being reallocated among departments. Without top management support, changes can wash out and lead for misleading interpretations among lower-level managers.
Communication and education is another tactic to reduce resistance to change. Having solid information when change is about to take place, it’s an important factor to the users who may resist to implementation. When a manager wants to educate his fellow employees with a new change within the business; he must be prepare how to approach his employees. Organizing, being educated is very important when change comes to the business and employees may not know how to handle new idea.