6 Things Guaranteed to Drive Engagement and Eliminate Resistance to Change in Your Business

·     Are you introducing a change initiative, but finding your team slow to get on board?

·     Do conversations around transformation often instigate pushback, awkward silences or subtle scepticism

·     Are you hearing, “we’ve always done it this way” more often than “how can we make this work better”?

·     Or maybe you’re sensing something deeper - a quiet resistance that’s stalling momentum and blocking progress?

If any of these resonate, you’re not alone. Resistance to change is a common challenge for business and change leaders, especially when your people are already stretched, and the future feels uncertain.

Here are six thoughtful ways to help make that shift happen.

1. Start with Why and Make It Personal

It can be tempting to jump straight to the ‘what’ and ‘how’ when introducing change, especially when time and energy are limited. But taking a moment to clearly and meaningfully explain the why behind the change can make all the difference.

This isn’t about buzzwords or corporate language. It’s about connecting with your people in ways that matter to them - framing the change in terms of what it means for the business and for them.

Consider: Have we clearly and sincerely shared why this change is happening, and what it could mean for our people - not just in theory, but in practice?

When people feel informed, valued, and see the purpose behind the change, they’re far more likely to get behind it.

2. Invite People In From the Beginning

Change can feel unsettling when it’s announced from a distance. But when people are involved as key stakeholders shaping it from the start, everything shifts.

Including your team early in the process, asking for their views, ideas, and experiences, can unlock powerful buy-in. It signals that this isn’t just something happening to them, but something being built with and by them.

Consider:  What would happen if we made space for collaboration and co-design between our frontline and back-office operational teams and our leadership teams?

People support what they help create. Involvement builds ownership, and ownership instils engagement.

3. Lead By Example - Show What It Looks Like

We know that actions speak louder than words. If we want teams to approach change with an open mind, a learning spirit, or a new behaviour, we have to model that ourselves.

Whether it’s adopting a new process, letting go of an old way of working, or simply being open about navigating change ourselves, the example set at the top sets the tone.

Consider: Are we modelling the change we want to see? Are we showing the same openness, curiosity, and adaptability we’re asking of our teams?

When leaders lead with their people, rather than at them, resistance often morphs into a sense of shared journey.

4. Equip People to Succeed Rather Than Just Survive

Even the most motivated teams can struggle if they don’t have the tools and support they need to perform their roles to the best of their abilities.  Training, coaching, time, resources - these aren’t ‘nice to haves’, they’re essential parts of building confidence through change.

Change feels far less daunting when people feel prepared and supported.

Consider: Have we invested enough in helping our teams feel ready for the shift, not just in what’s changing, but in how to succeed within it?

Equipped teams are empowered teams, and empowered teams move forward more willingly and more effectively.

5. Keep Communication Open From Start To Finish

When change begins, communication is often clear and frequent. But over time, as things settle or other priorities creep in, it can tail off, and that’s when uncertainty can creep in too.

Keeping the lines open - with regular check-ins, progress updates, and opportunities to listen - helps people stay connected and confident throughout the journey.

Consider:  Are we keeping our team meaningfully in the loop as the change unfolds? Are we inviting feedback as much as we’re giving updates?

Transparent, two-way communication builds trust. And trust is an antidote to resistance.

6. Celebrate Milestones - Even the Small Ones

Change can be hard work, and that effort deserves recognition. Taking time to acknowledge progress, no matter how small, reinforces a positive momentum and shows that the journey is worth it.

Consider:  How might we recognise and celebrate what’s going well, so people feel energised to keep going?

Celebrating success helps people see that they are appreciated and that their efforts are making a difference, and that can work wonders instilling joy and pride among stakeholder teams.

Change isn’t always easy. And if you’re facing resistance, please know that you’re not alone, and it’s not a reflection of failure. It’s simply a signal that people need clarity, connection, confidence and support in order to succeed.

At FutureNow, we’re here to help you create a shift that feels inclusive, engaging and genuinely worth the effort - for you and your team.

If you’d like to engage support to help you design a change journey your people can get behind, let’s talk and explore how we can walk that road towards success with you.

Equally, if you've found similar or alternative ways to overcome resistance along the change and transformation journey, we've love to hear all about your success story.