Be alert to unstated resistance points to a change effort. Ideally, people would tell you what concerns they have, but often they are unwilling to express them due to fear of embarrassment or anxiety over the unknown. For example, one office worker who resisted a change to a new office technology was initially perceived by her supervisor as being stubborn and ornery. But after probing, the supervisor realized that the employee was afraid that she couldn’t learn the new technology and was embarrassed to admit it.
Change initiators cannot assume that employees will be able to identify and articulate all of their concerns. Common unstated resistance points revolve around fear of the unknown, loss of status or financial insecurity. Wise planners take this into account which allows them to better help employees prepare for the change.