Resistance is a refusal to accept something and resistance to change is refusing to accept

change i.e. being rigid and stubborn in your decision.

Managers often face these issues at the workplace where employees are stubborn in accepting
change. Change is very important for an organization and if an organization does not accept
change with the evolving time, it fails. The main reason to resist change is the social
arrangement of humans or employees that they develop while working at a workplace for a
specific period of time. They become comfortable with the environment and with each other.
They start fearing change then and they see that as a threat. It is important for employees to
interact at work and have a good relationship with their colleagues to give better output at
work. For example, if I have a problem with colleagues I work with, I will be distracted from my
daily task and I will waste my energy thinking about such issues at the workplace. I will not feel
like going to work. Similarly, when an employee becomes comfortable with his/her
surroundings and becomes used to his/her daily tasks, routine, he/she does not want it to be
disturbed because being humans we have other issues in life as well and not just work
problems. Employees resist change due to this main reason.
Managers can deal with this by applying an in-depth detailed study of employees and their
environment. They need to make employees participate in the change that they have to bring
by valuing them according to their strengths and capabilities. For example, taking their input on
the change they tend to bring. Brainstorming with them on the ideas of bringing a change. It is
important for managers to understand the psyche of all staff members including the non-
management or execution team as well. Every employee likes being appreciated and involving
them or letting them participate in the change gives them confidence and make them feel
valued and important. This process will keep them motivated and make them even give better
output at work.
Managers when focuses on bringing the change often ignore the circumstance of resistance
that he unintentionally creates for employees due to which employees resist change in the first
place. They do not interact with junior team members on a daily basis and as a result, they lack
respect that they should show such employees. Naturally when change has to happen,
employees unsurprisingly resist and fear it. Managers should also understand that winning the
reception of their idea of change is equally important as giving the idea and it can be done if
they handle humans well or in a manner that they happily are receptive of the idea of change.
An idea of change is not successful if the idea of change is not accepted by the employees. A
manager should have the art of implementing change in a manner where employees do not
resist it but happily accept it. It is all done by understanding humans, handling them well,
communicating, and negotiating with them applying tactics to make them accept it happily.