low risk strategies to overcome employee resistance

Question 1

what are low risk strategies?

Answer 1

actions taken that are likely to generate outcomes in the short term and longer term

Question 2

how can communication be a low risk strategy? how does it help

Answer 2

• explaining the reasons for change clearly
• allowing employees to ask questions, make suggestions and provide feedback

help overcome employees resistance as they understand the reasons for change and the outcome of the change, the manager has listened to their concerns

Question 3

how is empowerment a low risk strategy? how does it help

Answer 3

in a business implementing change empowerment is:
- allowing employees to have input into decisions
- delegating responsibility for parts of the change to employees

help with resistance because:
- they feel like they have had input into the change
- they feel ownership over the change because they shaped the changed through their contributions

Question 4

how is support a low risk strategy? how does it help

Answer 4

managers can support employees by:
- providing training that will help employees
- providing counsellors and change agents who listen to people’s anxieties and suggest coping strategies

employees wont feel fearful of the change and they will have the help they need to cope with change

Question 5

how is incentives a low risk strategy? and how does it help

Answer 5

incentive is something that makes people want to behave a certain way to gain something
e.g.
- promotions, pay rises, bonuses

helps as employes personally beenfit from the change and their performance objectives are linked to the business’ new objective

Question 6

what are advantages and disadvantages of low risk strategies?

Answer 6

adv:
- long term trust and motivation
- change likely to be successful in the short term as employees understand it and are committed

disadv:
- can delay change
- costs associated (incentives)