We may be bias, but we think Biometric Time and Attendance Systems are the bee’s knees. However, introducing any new system into a workplace is all about change which often results in varying degrees and manifestations of resistance often at an unconscious level and although our solutions are designed to be easy to use with the added help of demos, training and lifetime support, resistance is something we at ClockedIn can do little about. To get the smoothest implementation possible it may be helpful to consider what these changes include, who they will affect and why they might be resisted before new software is introduced. To help with this we have listed 10 of the reasons why people may resist change.
10 Reasons Why People Resist Change
- The Unknown – If change is implemented without any or adequate warning the fear of the unknown can often result in resistance. People like to know what is happening so that they have plenty of time to ask any questions, provide any feedback and get used to the idea rather than it being “dumped” and imposed on them. Most of the time people will only jump into the unknown if they believe it will be worth it.
- Trust – If employees have more trust in the intentions and behaviour of the person implementing change they are less likely to show resistance but when the change involves the introduction of Biometric Time and Attendance Software the issue of trust can become much bigger. For some employees it may come across that by using this type of system there is a lack of trust in them. Let’s face it this may be true for some people but not everyone, making it important to be transparent about why these systems are being installed and the benefits that could be seen as a result.
- Job Security – With the increasing use of technology in the workplace there are some jobs that just don’t need human interaction anymore or at least not as much. It may now only take 1 person rather than 2 or in some environment’s hours can be lost. As such with the implementation of any new software/technology there will probably be a bit of worry about job security and skill sets potentially becoming obsolete. These concerns can easily be addressed by speaking to those who are most likely to have these concerns such as anyone who works in HR/Payroll if more time exhausting processes are currently in place
- Loss of Control – Some employees could feel that they have lost some control over their “area” and may feel that they should at least have been warned or consulted about the changes beforehand. We must also consider that individuals may be very reluctant to change if they must give up a position where they feel safe and in control. In this regard, the use of Biometrics could be particularly confronting because you are asking people to give you a form of ID that cannot be changed or deleted like a PIN number or Passport if anything goes wrong. They want to know that their identification is secure and trust as mentioned earlier will also play a part in this.
- Habit – We are creatures of habit. Some individuals have more habits than others, but we do all have habits such as morning routines that we unconsciously follow. Many of these habits and routines eventually become automatic and change can dramatically alter this. Psychologists have suggested that habits are more than just behaviour, they become ways for us to think, feel or relate and as such changing habits can be a long process.
- Fear of Failure – If a change is going to make people feel stupid they are going to resist it. No one wants to feel like they are incapable all of a sudden making appropriate training an important aspect that should be undertaken before full implementation. There is also the fact that as social creatures we all want to feel like we belong as part of a group and that includes the people we work with. Probably even more so when the change includes technology (which for some people can be a much bigger challenge than it is for others), the fear of not being able to do the required task as easily as everyone else may play a part in how we feel as part of that group.
- More Work – It is inevitable that any change will come with more work in some way or another. Once a system is implemented there may be initial glitches that need ironing out or training required that for some employees may take place outside of their normal working hours.
- Bad Timing – We have all heard the saying that “timing is everything”. Implementing big changes at a time where employees already have a lot to juggle is probably a bad idea. For example, if your workload increases dramatically around Christmas time this would not be a good time. Similarly, if many changes have already been made within a short period of time employees may show more resistance to the introduction of anymore. Although not something we have any control over, another issue with timing could be presented if any individuals are dealing with negative moments in life. As a result they may feel particularly less prepared to deal with changes of any sort.
- Personal Predisposition – Individuals have natural differences in their level of tolerance towards change. Some people enjoy the challenge of change and the benefits to be had much more than those who prefer set routines. It is these individuals who are more likely to show resistance.
- Reward Systems – When we say rewards, we are not suggesting you must take everyone out for a fancy dinner, every company rewards and recognises achievements and hard work in their own way. However, without any reward there might not be an awful lot of motivation for your team to support the changes you want to make. Especially when there will be individuals who may end up staying behind to do a bit more work or taken time away from their personal time to attend training or fix a problem. In these situations it is sometimes the families of employees making unseen sacrifices, so a bit of appreciation goes a long way!
There will always be some form of resistance but if individuals are given enough time to process the change, allowed to ask any questions/provide feedback, are reassured about the benefits and security of their jobs and data and perhaps most importantly given sufficient training, the process of clocking in will only become easier until eventually it becomes workplace habit.