Oveercoming resistance to change

Facilitation and support: if employees are worried about change they may want support - for example, they may worry that they will not have the skills they need once the change happens and so training may help to reassure & prepare them.

Education and communication:  it will be beneficial to the employees if managers give honest communication about the issues and the proposed action helps people see the logic of change.

Effective education helps address misconceptions about the change, including misinformation or inaccuracies

Participation and involvement: it will be beneficial to involve employees more by allowing them to participate - this might lead to better ideas, improved communication & commitment and they may gain support from others 

Negotiation and agreement: this may help bring about change, for example - employees gain some rewards as a result of the change or negotiate a compromise deal - this can ease the process. 

Manipulation and co-option: this involves winning people over - for example, you might offer promotions or higher pay to those who support the change. 

Coercion: this occurs when you force change - you make it happen even if people don’t agree. For example, you might threaten those who oppose the change with a pay cut or unfavourable tasks.