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#1 2020-09-14 04:19:25

EmilieTtm
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From: Australia, Clagiraba
Registered: 2020-09-13
Posts: 2

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Differentiating between legitimate issues and recalcitrance.
Differentiating between legitimate issues and recalcitrance.
During periods of change, some level of resistance is a given, and not all of it is bad.
Often, your staff’s pushback can help identify deficiencies in the new workflow.
Addressing such feedback can  help you win  “converts” to the new process.
They can become allies who help you gain the support of other team members with lingering reservations  about  the changes.
No matter how well you respond to feedback, a percentage of staff will be dead set against changes on  general  principle.
You will not win them over with  explanation s, training, chocolate, or anything else.
The goal of a well-run change  management  process is to minimize the adamant opposition.
You may need to consider other assignments for such an employee: for example, maintaining legacy  documentation  in the old system, particularly if that employee has extensive domain knowledge.
You must weigh the value that this employee provides to the organization against the drag introduced by general recalcitrance and its effect on other  team member s.

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Differentiating between legitimate issues and recalcitrance.

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