3 More Reasons Employees Fight Change

3 Reasons Employees Fight Change for Employee Time and Attendance Tracking
By Shannon Corgan, Director of Marketing 

Your employees’ ability to adapt to change is directly related to how well you manage your team. As a supervisor or leader in your company, the day-to-day management of your team will predict your success, whether you are rolling out a new employee time tracking solution or any type of change. Before you announce any changes to your team, you’ll want to take a step back and evaluate how your employees perceive your management and how much they trust you. You’ll also want to make sure to assess your teams’ readiness by looking at how you are managing and communicating with your employees. Once you assess how you manage your team and communicate with them, you’ll want to determine what you may need to do as a manager to reduce any pushback you might get when you decide to implement a new employee time tracking solution. If you prepare in advance, you will be able to help motivate your team to achieve better results and more easily adopt the new employee time tracking solution or any new software solution. Here are the three reasons employees fight change and what you can do to reduce their resistance:

Mistrust

1. Mistrust – Employees that mistrust their managers and the management team will struggle to embrace any changes. Trust is built up over time and if your employees trust you, they are more likely to accept the changes. Think about what you may have done as supervisor or manager or what has your leadership team done to contribute to the lack of trust your employees feel. One of the biggest reasons that employees don’t trust their supervisors and leadership team is due to inconsistent behavior. If you don’t do what you say you are going to do, your employees may begin to question your inconsistent behavior. People are more likely to trust managers that are consistent with their behavior and the will embrace change more easily.
Another reason employees don’t trust managers or leaders in their company is that they over delegate. Leaders need to be in touch with how things are done within their business and have the ability to roll up their sleeves and pitch in when it’s crunch time. If supervisors delegate all the work, employees begin to not trust that their supervisor understands how much work it takes to get the job done. If employees feel like their supervisors are out of touch and don’t understand what it takes to get their job done, the employees are more resistant to change and less likely to accept any changes that are communicated by their manager or the leadership team. 

 

fear of job loss2. Loss of Job Security/Control – When you are implementing any type of technology, employees tend to fear that they are going to lose their job. When you’re implementing an employee time tracking solution, your payroll or administrative staff that handle employee timekeeping may fear that the automated software will save so much time and eliminate so many of their manual tasks and job responsibilities. This causes them to fear that they will lose their job. This is why it’s critical to communicate the goals of the change to the employee time tracking solution with your payroll team well in advance. Let them know you’d rather them spend less time on manual error-prone activities like reviewing and keying in paper time cards. You want them to spend more time on the analytics to improve your payroll accuracy and new projects to grow their skill sets. Also, employees with limited computer skills will be insecure about their ability to learn an automated employee time tracking solution. To put these employees’ minds at ease and to overcome their fear, you want to let them know you’re committed to their professional development and want to give them a new automation solution to improve their skill set.

 

Timing is everything

3. Bad Timing – Before you even think about implementing an employee time tracking solution, make sure you look at your team’s current workload before scheduling its roll out. If your payroll team is at maximum capacity and there are no more hours in the day to take on an important task like implementing an employee time tracking solution, you’ll want to either wait or move current projects to the back burner. It’s important for managers to understand the amount of time that it will take for their staff to implement a new employee time tracking solution and also understand the importance of all the projects their team is working on. This will help you successfully shift around priorities. Timing is everything. You want to make sure that you’re not making too many changes in a short amount of time, to allow your employees to adapt and become comfortable with a change before rolling out another change.

We’ve talked about the three reasons employees fight change. It all comes down to being a good manager by building your trust with your employees, communicating that technology won’t be replacing their jobs but enhancing their skill set, and staying in touch with your team’s current workloads.

We’ve created a few example email templates to effectively communicate change to your employees, payroll team and supervisors/managers. CLICK HERE to see the email templates. 

To get started with WorkMax TIME to simplify and automate employee time tracking from anywhere, on any device, anytime, view our Demo on Demand or Get Pricing 

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