There are seven tactics which have been suggested for use by change agents in dealing with resistance to change. These are discussed bellow-
1. Education and communication: Resistance can be reduced though communicating with employees to help them see the logic of a change. Education and communication can reduce the effects of misinformation and poor communication.
2. Participation: It is difficult for individual to resist a change decision in which they participated. Prior to making a change, those opposed can be brought into the decision process. Amusing that the participants have a meaningful contribution, their involvement can reduce resistance.
3. Facilitation and commitment: Change agents can offer a range of supportive efforts to reduce resistance. When employee’s fear and anxiety are high employee counseling and therapy new skills training or a short paid leave of absence may facilitate adjustment.
4. Negotiation: Negotiation is a process in which two or more parties exchange goods or services and attempts to agree on the exchange rate for them. So employees are not restriction.
5. Manipulation: Manipulation refers to covert influence attempts. Twisting and distorting facts to make them more attraction withholding undesirable information and creating false rumors to get employees to accept a change are all example of manipulation.
6. Implementing changes fairly: Managers and employees see change positively; most workers tend to react negatively. Most people simply don’t like change. But one way organizations can minimize the negative impact of change, even when employees frame it as a negative is to makes sure the change is implemented fairly.
7. Coercion: Coercion is the application of direct treats or force on the resisters. If the corporate management really is determined to close a manufacturing plant if employees don’t acquiesce to a pay cut, then coercion are threats of transfer, loss of promotions, negative performance evaluations.