In a recent blog, we explored why changing habits is difficult – often resulting in failure – and how taking deliberate actions can help us form new behaviours. We now want to delve further and examine why behaviour change is challenging, particularly within organizations.
From an individual perspective, we learned that our habits are deeply engrained and have become automatic. We are naturally inclined to stick to our comfort zones and often lack the motivation to sustain long-term change. External factors also play a critical role in our behaviour and can hinder our progress. For example, we are influenced by social norms and those around us, which can either support or negatively impact behaviour change efforts.
From a professional standpoint, EHL insights sites that in 2023, employee wellbeing and health were key factors for company success – regardless of its size or industry. Corporate leaders have become increasingly aware that an engaged workforce is vital to success. One way to ensure that is by implementing successful behaviour change programs and opportunities for learning and development.
Why is it so difficult to change behaviour within organizations?
However, despite the fact that 78% of businesses are investing in training opportunities that can ensure engagement and improve employee retention (McLean and Company, 2023), changing behaviour within organizations is still extremely difficult, and there are several factors why:
Culture: All businesses have their own unique cultures, processes and beliefs. Changing behaviours often involves challenging or changing these cultural aspects, which can be met with resistance.
Leadership: Lack of leadership support or conflicting messages from management can hinder efforts. Also, change dictated from the top down, without involving employees in the process, can breed resentment and resistance.
Time and resources: Implementing behaviour change requires time, resources, and stakeholder support. This can be difficult for organizations with limited resources or competing priorities. Plus, behaviour change initiatives may struggle to gain traction in the face of other pressing concerns.
Resistance to change: People are often resistant to change, especially if it involves challenging their existing beliefs or ways of working. This resistance can be particularly strong within organizations, where individuals may feel a sense of ownership over their roles and responsibilities.
Communication: Organizations may struggle to communicate effectively or engage all relevant stakeholders in the change process.
Measurement: Behaviour change efforts need ongoing feedback to assess progress and adjust as needed. Organizations may lack the necessary metrics to support initiatives.
Lack of diversity and inclusion: If the behaviour change process doesn’t consider the needs and perspectives of all employees, it may lead to unintended consequences and disenfranchisement.
Our next blog will explore why behaviour change is important and how to implement a successful program in your company.
