A brief analysis of strategies to keep employees open to the increased workload

[Employee Relations: How to be reasonable to add workload to employees?

The company's organizational structure has been adjusted, the ability requirements for employees have been improved, and the workload has been increased, but the positions and salaries remain unchanged. As a result, the employee was resistant and did not accept the new workload, and stated that if the workload was increased, the company would lose money and he would leave.

The company's adjustment workload is within a reasonable range and can be completed without the need for employees to work extra overtime. The company also wanted to retain the employee and had no intention of firing him. Now that it's stuck there, what should the company do?]

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[Abstract: The first part of this paper analyzes the psychological motivation of employees to resist the increased workload, and the second part of this paper shares how to take countermeasures to change resistance to acceptance. 】

1. Psychological analysis behind employees' resistance:

When the company is faced with organizational structure adjustment, employees often resist because of the increase in workload and the unchanged positions and salaries. This sentiment is not groundless, but is based on the deep psychological needs and worries of employees. The following is an analysis of the psychological motivations behind employees' resistance.

First and foremost, perceived threats to safety are a significant source of resistance among employees. When companies announce organizational changes, employees often worry about the impact on their job stability.

For example, when an internet company was making organizational changes, some employees found that their work content had changed significantly and even needed to learn new skills to be competent. Because the company did not provide the appropriate training and guidance, these employees felt that their job security was seriously threatened, and there was a strong sense of resistance.

Secondly, fair feelings of frustration are also an important cause of employee resistance. In the process of organizational restructuring, employees feel unfair if they believe that their workload has increased without their salaries and roles being adjusted accordingly.

For example, in a manufacturing company, some employees are asked to take on more tasks when they are optimizing their production processes, but their salaries are not increased. These employees feel that they are not being rewarded for their efforts and are resistant to the company's decisions.

In addition, anxiety due to incompetence is also a significant factor in employee resistance. As the organizational structure changes and the content of the job changes, employees may find themselves incompetent for the new job requirements. This feeling of powerlessness can trigger anxiety in employees, which in turn can lead to resistance to change.

For example, when a financial institution was transforming its business, some employees found that their knowledge and skill levels were not adapting to the new business needs. They feared they wouldn't be able to take on their new roles, so they resisted the company's transformation decisions.

Finally, a lack of engagement and communication is also a significant cause of employee resistance. Employees can feel left out when making decisions that don't adequately consult with employees or don't effectively communicate the purpose and meaning of change. This feeling of neglect can lead to dissatisfaction and resistance among employees.

For example, when a retail company was renovating its stores, some employees were puzzled and dissatisfied with the company's decision-making. They felt that they were not adequately consulted and that the purpose and significance of the renovation was not clearly explained. This lack of engagement and communication has led to a strong resistance among employees to the company's decisions.

Tips: In organizational change, there are a variety of psychological motivations behind employees' resistance when faced with increased workload, including perceived threats to safety, frustration to fairness, anxiety caused by lack of ability, and lack of participation and communication. To alleviate employee resistance and motivate them to embrace the new workload, companies need to understand the psychological needs of their employees and take effective measures to address these challenges.

2. How to take countermeasures to turn resistance into acceptance:

After understanding the psychological motivation of employees' resistance, the subject's company needs to take a series of targeted measures to resolve employees' resistance and make them happy to accept the new workload. The specific recommendations are as follows:

First and foremost, companies should be more transparent in their communication with their employees. This means that the company needs to communicate openly and honestly with its employees, explaining in detail the reasons for the organizational changes, their purpose, and the specific impact on individual employees.

Through effective communication, companies can help employees eliminate uncertainty and understand the need for change, thereby reducing resistance. For example, for this employee, the leader explains the context and significance of the organizational change and answers the employee's questions and concerns.

Second, to ensure that employees are up to the demands of the new job, companies need to provide the necessary support and resources. This may include training, mentoring, aids, and more to help employees upskill and increase confidence. By providing support, companies can reduce the anxiety that employees feel about their lack of competence and make them more confident in facing new challenges.

For example, for new job content or skill requirements, companies can commit employees to arrange professional training courses or provide online learning resources in the future to help employees quickly acquire the knowledge and skills they need.

Thirdly, companies also need to highlight the long-term benefits and career development opportunities that change brings. By demonstrating the potential for career growth, increased productivity, and a better working environment that the new structure can bring, companies can motivate employees to take a longer-term view of change, making it easier to embrace new workloads.

For example, the company can share some examples of successful transformations or show the career paths that the new structure may bring to the fore, so that the employee can see the positive side of the change.

At the same time, participatory decision-making is also an effective way to defuse employee resistance. Wherever possible, companies should provide opportunities for employees to participate in decision-making processes related to workload adjustments and upskilling requirements. By involving employees in decision-making, companies can enhance their sense of belonging and responsibility, making them feel that their opinions and demands are respected and valued.

For example, when developing a new workflow or specification, the company can invite the employee to participate in the discussion and development process as a representative, and listen to the employee's opinions and suggestions.

Finally, in order to identify and resolve issues in a timely manner, companies need to establish an effective feedback mechanism. This mechanism should allow employees to voice their opinions and concerns and ensure that this feedback is taken seriously. By providing timely feedback and addressing employee concerns, companies can increase employee trust and satisfaction, further reducing resistance.

For example, companies can set up dedicated feedback channels or conduct regular employee satisfaction surveys to collect employees' opinions and suggestions and respond in a timely manner.

Tip 2: By increasing communication transparency, providing necessary support, emphasizing long-term benefits, participatory decision-making, and establishing feedback mechanisms, companies can effectively defuse employee resistance and make them embrace the new workload. This will help the company to move forward with the organizational restructuring more smoothly and achieve the joint development of the company and its employees.