What are some techniques for reducing resistance to organizational change?

    When education and communication can help reduce resistance to change by helping employees to see the logic of the change effort. This technique, of course, assumes that much of the resistance lies in misinformation or poor communication. Participation involves bringing those individuals directly affected by the proposed change into the decision-making process. Their participation allows these individuals to express their feelings, increase the quality of the process, and increase employee commitment  to the final decision. Facilitation and support involves helping employees deal with the fear and anxiety associated with the change effort. This help may include employees counseling, therapy, new skills training, or a short paid leave of absence. Negotiation involves a bargain: exchanging something of value for an agreement to lessen the resistance to the change effort. These resistance techniques may be quite useful when the resistance comes from a powerful source. Manipulation and cooptation refers to convert attempts to influence others about the change. It may involve twisting or distorting facts to make the change appear more attractive. Finally coercion can be used to deal with resistance to change. Coercion involves the use of direct threats of force against the resisters.