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How to manage change in the workplace

Old habits die hard. Nathan Keeley explains how to successfully manage change by getting your people to buy into the new process.

The sooner all affected staff are told about prospective change, the longer they have to come to terms with it. A long delay between being told and implementation allows them to understand and convey any reservations, as well as normalise the change in their minds. 

Even with the smallest changes, it is rare that there will not be at least one naysayer who deliberately acts like a stick in the mud. To deal with these people, you need to understand why they are so against the change. Some common reasons are: