A project manager’s ability to overcome others’ resistance to change is essential for a successful project. People resist change in many ways, and a project manager might need to challenge the people who oppose changes in how a business is run.

When rapid changes occur, addressing the concerns of fellow employees and supervisors is essential to overcoming resistance. It’s also important to use diplomacy and prevent the people resisting the change from slowing the work down.

Overcome Resistance to Change With SCREEN

To implement necessary changes, project managers can use the acronym “SCREEN”:

• Support

• Communication

• Recognition and rewards

• Education

• Empathy

• Needs

Support: Project managers should provide support to team members as they go through the change process. This includes coaching, mentoring, and counseling.

Ideally, this support should also be connected to rewards and recognition. Ensuring that the people who implement changes have the organization’s support goes a long way toward getting people to accept a transition.

Communication: Effective communication is one of the most important ways to overcome resistance to change. A project manager should communicate with stakeholders and team members about the reasons behind a business change.

In addition, the benefits of that change and the impacts of it on individuals and the organization must be clearly explained. Offering a clear and logical reason for the change will garner more support from other employees and supervisors.

Never expect people to accept a change simply because it has been mandated. A mandate will get some people on board, but convincing people of the benefits will allow for long-lasting acceptance.

Rewards and Recognition: It’s essential to provide rewards and recognition to team members who effectively implement the change. Creating clear rewards and recognizing key contributors will help build employee motivation and their commitment to change.

People who are rewarded will likely continue their behavior, and others who have not been rewarded will alter their behavior to earn a reward. A project manager should seek out people to recognize and ensure that everyone who participates in a business change will be appropriately rewarded. For instance, offering gift cards to team members supporting the change is a fast and easy way to reward individuals who are helping to make a difference.

Education: Project managers must also provide education and training to team members. This strategy will help them develop the skills and knowledge required to support a business change.

Training and education will help employees to understand the change and its benefits for the organization. Project managers should ensure that training is available to everyone, track the performance of those who take the training, and follow up with anyone avoiding the training. Education must be fully inclusive of all involved parties.

Empathy: Empathy is important in understanding the concerns and fears of stakeholders and team members. Project managers must acknowledge and address others’ concerns through open and honest communication. People may be reluctant to change, but empathetic leadership can help convince individuals to implement change.

Needs: To involve stakeholders and team members in the change process, it is useful to understand their needs. Stakeholders should be treated as individuals with varying needs and concerns, and a project manager should solicit their input, ideas, and feedback.

Addressing stakeholders’ specific needs will build ownership, increase commitment to change, and reduce resistance. A project manager must make sure that everyone’s concerns are addressed—even if those needs seem superficial. Leaving problems open and unsolved will encourage people to resist the change.

Create a Positive Work Environment With SCREEN

Using SCREEN in project management can be beneficial to both team morale and productivity. Through SCREEN, project managers can create a more positive work environment and help team members feel valued and motivated to implement changes.