To navigate long-term employees' resistance to change during onboarding, focus on open communication and empathy. Acknowledge their experience and concerns while clearly explaining the rationale and benefits of the changes. Involve them in the transition process, valuing their input and addressing specific fears. Provide adequate training and support to build confidence in new methods. Emphasize how the changes align with organizational goals and their own growth. Recognizing their contributions fosters trust, encouraging a smoother adoption of new practices.

Clear vision, listen to them, carry them along. They need to understand the problem you are about to solve, the efficiency and effectiveness you are driving at.

Actively invite questions and concerns. Make it clear that all feedback is valuable and appreciated. Encourage quieter or more reserved individuals to share their thoughts as well.

Regular communication is very key, and ensuring cross departmental understanding of how everyone’s job affects positive or negative results. People resistant to change may not be seeing things from an ownership in the company standpoint… they are worried about how it is going to affect their lives directly as apposed to understanding how their job will support any new initiatives. You have to try and build a culture of ownership and communicate in a way that everyone feels like they need and want to pull their own weight and contribute to lives of others… versus collect a paycheck for doing the same repetitive things in hopes for a raise.

Its a human nature. However, inclusive decision making can be an eye opener for long timers. Collaboration is a key to success and when we collaborate with long term employees they feel valued and understand the necessity of the changes. Hence, inclusive decision making always guide them towards common goal.

🤔 When long-term employees resist onboarding changes, navigate their concerns with empathy and open communication. 👂 Listen to understand their hesitation. 💬 Address their questions and worries transparently. Acknowledge their experience, and highlight how changes benefit all. 🌱 Outline a clear transition plan, encouraging their feedback to foster trust and buy-in.

Resistance to change from long-term employees during onboarding is natural, as it often stems from uncertainty or fear of the unknown. To address this, I focus on clear and transparent communication, explaining the reasons for the change and its benefits for both the organization and individuals. I actively involve them in the process by seeking their input and addressing their concerns, making them feel valued. Offering training and support ensures they are equipped to adapt to new systems or practices. By fostering a culture of collaboration and emphasizing the positive impact of change, I help ease the transition effectively.

To navigate long-term employees' resistance to change during onboarding, acknowledge their concerns and involve them in the process by highlighting the value of their experience. Communicate the benefits of the change clearly and transparently, addressing how it aligns with the organization’s goals. Provide training and support to ease the transition and foster a sense of collaboration, emphasising their critical role in mentoring new hires.

As a supervisor, I handle resistance to change by clearly explaining its purpose and benefits, ensuring employees feel valued and heard. I involve key team members as role models, implement changes gradually, and provide thorough training to support the transition. Recognizing contributions and encouraging open communication fosters trust and engagement. By highlighting early successes and remaining flexible, I create a collaborative environment that reduces resistance and promotes growth.