Long-term employees resisting company restructuring is like your favorite coffee mug suddenly being replaced, you know the new one might be great, but you’re still suspicious. To ease their concerns, start with honest, transparent communication. Explain the “why” behind the changes without sounding like a corporate robot. Involve them in the process after all, no one likes surprises unless it’s cake 😀 Acknowledge their contributions, listen to their feedback (really listen, not just nodding while thinking about lunch), and offer support through training or mentoring. A little empathy, a dash of humor, and genuine appreciation can turn resistance into resilience✨

Changes always comes with lots of resistance for both the long term and less tenure employees. It is like you have asked them to start a new career after learning and expertise on a skill from the childhood which is not easy for anyone. For change management always be little empathetic to employees, involve them wherever possible, communicate transparently and ensure them why this change is required and how it will benefit them. When they know the change of medicine is for their better cure it will be slightly easy to adapt the changes.

Transparent communication is the key, increase your floor intelligence to find out the reason for resistance and work on solutions...infuse the credibility by showcasing competence, conduct and openness. Providing psychological safety to the concerned party and others. A safety net will certainly help to land them on your side.

Long-term employees are valuable assets to the organization. Communicate the changes we require and the reasons behind them. Share the organizational goals so they feel like a part of the transition journey. Ensure their active participation and maintain continuous communication from the senior leadership team

Funcionários antigos frequentemente possuem um forte vínculo com a cultura organizacional e podem sentir insegurança diante de mudanças. No entanto, além de abordar frontalmente as preocupações, é essencial criar um espaço de escuta ativa, garantindo que esses colaboradores se sintam valorizados e parte do processo. Além disso, estratégias como comunicação transparente, participação ativa na transição e reconhecimento da experiência desses profissionais podem transformar a resistência inicial em engajamento. Quando bem conduzida, a reestruturação pode contar com o apoio desses colaboradores para facilitar a adaptação dos demais.

Address long-term employees' concerns by actively listening, providing clear communication, and involving them in the process. Highlight benefits of the restructure and offer support throughout the transition.

At its core,it is resistance to change which is a natural response in such situations. The key to addressing it lies in managing this resistance by enhancing and upgrading the competencies of long-term employees so that they are up with the times,ensuring they feel confident about their standing within the company after restructuring. Clear articulation of the restructuring's purpose plays a crucial role in alleviating concerns, fostering trust, and encouraging a smooth transition.

Let’s look at the reasons for this resistance. I would think that they are uncertain how these restructure will impact directly ie 1. would this restructure involve a change in his/ her direct report, if so who will this new supervisor be, how is his leadership and management style. 2. If the restructure involve change in how work is done(ie will processes change) and how will he/ she be impacted. 3. Is there going to be changes in how rewards or benefits are given. Ultimately what’s going to happen to me… Communication, clarity and being truthful is key. Say it as it is or going to be, the faster they know what’s going to happen (especially to them) it is better for acceptance

Understand the resistance - ask why. Provide information to alleviate concerns. Provide re-assurance. Ask for feedback and input. Open and regular communication. United leadership.

To address resistance from long-term employees during a company restructure, adopt a transparent, inclusive, and supportive approach. Clearly communicate the rationale and benefits of the changes, ensuring alignment with the company's long-term vision. Actively involve employees by seeking their input and addressing concerns to foster a sense of ownership. Provide targeted support, including training and career development opportunities, to ease transitions and reduce uncertainty. A well-structured change management plan that prioritizes employee engagement and trust will drive smoother adoption and long-term success.