7 signs your organisation is resistant to change

Change is inevitable for modern organisations. With markets continually shifting, technology rapidly evolving, and customer needs pivoting. As experts in Microsoft 365 Change and Adoption, we see first-hand that many organisations struggle to adapt to these inevitable changes. It might be for many different reasons: limited resources, poor planning, or the organisation simply being resistant to change.  

When an organisation is change-averse, growth is stalled. 

They miss opportunities, fall behind competitors, and struggle to stay current. Ultimately leading to declining performance over time, as well as reduced employee engagement. 

So how do you know if your organisation is struggling to embrace change - and what can you do about it?  

Let’s take a look. 

 

1. You’re using outdated technology  

When an organisation relies on outdated tech, legacy systems or manual processes, it reflects an unwillingness to adapt, invest, or modernise. Technology evolves quickly, and choosing not to upgrade suggests an organisation may not be committed to improving efficiency and productivity.  

It can create a culture where innovation is discouraged, making it harder to grow but also to attract top talent. Outdated technology also often leads to inefficiencies due to slower workflows, compatibility issues, and higher maintenance costs 

If an organisation continues to rely on these outdated technologies, it implies that leaders are either unaware of these drawbacks or unwilling to change established routines. It’s not just a tech issue: it’s a cultural one. It shows resistance to evolution, innovation, and continuous improvement, all of which are essential for long-term success for organisations.  

 

2. Previous change initiatives have low employee engagement 

Low employee engagement in previous change initiatives shows a lack of buy-in from your people – those who are most affected.  

When employees aren’t invested or motivated to get involved, it indicates they may not trust in the change or believe the it will improve things.  

The disengagement may stem from poor communication, unclear benefits, or a history of unsuccessful changes that left employees feeling unsupported. If staff are not actively participating or even resisting the changes, it could show that leaders haven’t created a strong enough case for why the change is necessary or how it will benefit everyone. Or, that you have a change-averse culture.  

 

3. Decision making is slow  

Slow decision-making can be a clear sign that an organisation is resistant to change. When decisions take a long time, it often means there’s hesitation, fear of making mistakes, or a reluctance to move forward. It can lead to missed opportunities and even decreased morale among employees. 

In organisations that resist change, decision-makers often prefer sticking to old methods instead of trying new ideas that might shake things up.  

 

4. Productivity is declining  

Declining productivity within organisations can often suggest that there is a reluctance to change.   

When an organisation doesn’t evolve and adopt newer methods, progress halts. Employees become stuck doing the same tasks in the same way, without the innovation needed to improve. Low productivity, therefore, becomes a sign that the organisation is not evolving to meet new challenges and demands. 

 

5. There’s minimal investment in learning and development  

When an organisation doesn’t prioritise or invest in training, it suggests they’re not interested in upgrading skills, staying current with industry trends, or giving staff what they need to thrive at work.  

This lack of investment can create a workforce that feels stuck. Without learning opportunities, employees may struggle to adopt new technologies, processes, or ways of working. 

Organisations that resist change often fail to recognise the importance of continuous learning. Which is key to staying competitive and innovative.  

Without a focus on learning, employees may feel undervalued or unsupported, making them less likely to embrace change when it comes. 

 

6. There is a “we’ve always done it this way” attitude 

The phrase "we've always done it this way" reflects a mindset where tradition and routine are prioritised over innovation and progress. It comes from people within an organisation feeling that because past methods have worked, there's little reason to change. 

However, as many forward-thinking organisations know, sticking to old ways without considering new approaches can hinder growth.  

In organisations with the “but we’ve always done it like this” attitude, people often resist new ideas or technologies simply because they disrupt what they're familiar with. It prevents them from exploring new opportunities, developing creative solutions, or improving efficiency. Ultimately, organisations that cling to outdated ways of working are more likely to fall behind as the world around them continues to evolve. 

 

7. Change initiatives have repeatedly failed in the past  

When change initiatives have failed repeatedly in the past, it often points to deeper issues.  

If employees have witnessed several unsuccessful attempts at change, they may become sceptical or disengaged, causing them to resist future initiatives.  

Organisations that are resistant to change often don’t fully learn from past mistakes. Rather than analysing what went wrong and making adjustments, they may simply abandon the effort or repeat the same mistakes. This lack of reflection shows an unwillingness to adapt and learn, which is crucial for successful change management. 

 

How to transform an organisation resistant to change  

While many organisations have a change-averse culture, there are a number of ways to tackle it: 

• Start with Leadership: Change begins at the top - leaders being in involved is key, with their support and active involvement setting the tone for the entire organisation. 
  
   

• Communicate effectively: Communication is at the heart of all good change initiatives, so it’s important to communicate honestly, openly, and often. Ensuring everyone understands the key details, milestones, and benefits of the change programme.  
  
   

• Bring your people along: Involving staff in the process is a key way to tackle change in an organisation is resistant to it - when people feel heard and involved, they’re more likely to support change. 
  
   

• Invest in Training: If people don’t understand how to use something, many of them won’t - so it is crucial to upskill your employees and equip them with what they need to adapt to the change fully.
  
  

• Bring in an external change expert: Sometimes, an outside perspective is essential for removing barriers to change, bringing experience, objectivity, and proven frameworks. 

 

Tackling change in a change-averse organisation isn’t easy, but the right methods can turn obstacles into opportunities for growth. Something that is essential for staying competitive, improving efficiency, and ensuring long-term success.