Why Do People Resist Change at Work? IB Business Guide

Why People Freak Out When Things Change (And How Businesses Try to Calm Them Down)

Change Arrives, Chaos Ensues

Typical every day situation, you’ve just got comfy at work. You know your routine, your co-workers, your favourite vending machine snack. Then your manager strolls in and says, “We’re switching to a new system.”

Cue panic.

People start whispering, “Why are we changing? The old way worked fine.”
Someone’s already Googling “jobs near me.”
The office pessimist mutters, “This will never work.” The toxic office member shouts "this is so typical of this company".

This is basically resistance to change - the very human reaction when businesses try to evolve faster than their people want to.

Why People Resist Change (And It’s Not Always Laziness)

Self-Interest

Humans are naturally a bit selfish. If the change doesn’t directly benefit me, why should I care?

IB Business Management real-life example: When Elon Musk took over Twitter in 2022 and started firing half the staff, the rest didn’t exactly throw a party. For many, the “new vision” wasn’t about innovation - it was about survival.

People think: Will I lose my job? Will I look stupid using the new system? Will I have to work even harder and put more hours?
If the answer might be “yes,” resistance kicks in.

Low Tolerance for Uncertainty

Change is like being told your favourite Netflix show just got cancelled halfway through. You’re annoyed, confused, and suspicious of whatever replaces it.
Employees often fear they won’t adapt fast enough or might fail under the new setup. IB Business Management real-life example: When Microsoft first introduced Teams in the middle of lockdown, workers worldwide had to learn another platform - on top of Zoom, Slack, and their 37 existing logins. No wonder resistance grew.

Misinformation

Sometimes people resist simply because they don’t understand why change is happening. It hasn't been explained properly to them.
If management says, “We’re restructuring for efficiency,” staff often hear, “We’re downsizing.”
IB Business Management real-life example: When HSBC announced major “modernisation plans” in 2023, rumours spread faster than the official memos. Many employees resisted just because the message wasn’t clear.

Differing Interpretations

Management see opportunity; employees see extra work.
IB Business Management real-life example: When Tesco rolled out self-checkout machines, bosses saw faster service and cost savings. Cashiers saw robots replacing their jobs. Both interpretations were “true” - just from different perspectives.

How Smart Businesses Reduce Resistance

So, if change makes people twitchy, how do you make it less painful?
That’s where human resource strategies step in.

Communicate the Change Clearly

Change should never feel like a surprise exam.
Good communication explains why the change is needed, what it will look like, and how it helps everyone. The advantages of adopting the change for everyone involved should be clearly summarised, and laid out in front of everyone.

IB Business Management real-life example: When Lush shifted away from social media in 2021, the company didn’t just disappear - it explained it was an ethical stand against harmful algorithms. Employees got the reasoning, so they stood behind it.

Get People Involved

People support what they help create.
Letting staff contribute to decision-making builds ownership. Think of it as turning “their change” into our change.

IB Business Management real-life example: LEGO does this brilliantly. When redesigning its sustainability strategy, it asked employees for ideas - everything from packaging to new materials. The result? A greener brand and more motivated staff.

Recognition and Rewards

If you want people to embrace change, celebrate their effort.
IB Business Management real-life example: When Starbucks introduced its digital rewards app, baristas had to adapt quickly. Those who mastered the system early were recognised - and that created positive momentum.

Recognition doesn’t have to be money; even a public “well done” or career opportunity can do wonders.

Plan and Time It Right

Change isn’t a sprint; it’s a marathon with hurdles.
Trying to change everything at once (and fast) usually ends in chaos.

IB Business Management real-life example: British Airways learnt this the hard way when its 2022 IT overhaul caused massive system crashes and flight delays. Too much, too soon, without enough training.

Proper change management involves planning, testing, and training - before the big launch.

Manage the Resistance (It Won’t Disappear Completely)

Even with the best planning, some people will still say “nope.”
That’s when HR needs to use a bit of psychology - address concerns, give extra support, and strengthen the driving forces for change (see Lewin’s Force Field Analysis in your toolkit).

IB Business Management real-life example: When Netflix pivoted from DVDs to streaming, it nearly lost its workforce’s morale. But by steadily communicating its vision, retraining teams, and rewarding early adopters, it turned resistance into one of the biggest success stories of modern business.

How This Fits Your IB Business Management Course

In IB Business Management, you’ll meet this topic mainly under Change management and Human Resource Management.

Examiners love when you can explain both why people resist and how HR can handle it - using real examples, not just theory.

So, when you write an essay:

• Use examples like Twitter’s takeover, Tesco’s automation, or Netflix’s transformation.

• Link resistance to HR strategies (communication, planning, rewards).

• Analyse both sides: benefits of change vs. risks of poor management.

IB Business Management Exam Gold

Common Reasons for Resistance:

• Self-interest - “What’s in it for me?”

• Low tolerance - Fear of uncertainty or failure

• Misinformation - Poor communication breeds rumours and negative gossip

• Different interpretations - Conflicting views between management and staff

HR Strategies to Overcome It:

• Communicate clearly and early

• Involve staff in decision-making

• Recognise and reward participation

• Plan change carefully (training, timing, testing)

• Manage resistance with empathy and psychology

Real-World Takeaway

Change is like gym membership: everyone says they want it, but few enjoy the first week.
The soreness is normal - it just means growth is happening.

The best businesses understand that people don’t resist change itself - they resist being changed.
So, successful leaders don’t just order transformation - they coach it.

And if you remember that, you’ll not only nail your IB Business Management exams… you might also survive your next school system update, or your next teacher substitution without screaming.

Stay well,