Learn how to handle resistance or challenges from your HR operations trainees or stakeholders with these tips on communication, involvement, anticipation, and trust.

To handle resistance, listen to concerns, explain reasons, and collaborate on solutions. Be flexible, empathetic, and open to feedback. Offer training and manage expectations to build trust and understanding. Lead by example and seek continuous improvement for effective HR operations.

Acknowledge the resistance authentically and then demonstrate, with hands-on examples, why the transition is so promising and exciting.

How do you handle resistance or challenges from your HR operations trainees or stakeholders?

As an HR operations professional, you are responsible for designing, implementing, and managing the processes and systems that support the human capital of your organization. However, not everyone may be on board with your initiatives, especially when they involve change, learning, or compliance. How do you handle resistance or challenges from your HR operations trainees or stakeholders? Here are some tips to help you overcome common obstacles and achieve your HR operations goals.

1 Identify the sources and reasons of resistance

Before you can address resistance or challenges, you need to understand where they are coming from and why they are happening. Is it due to lack of awareness, skills, motivation, resources, or support? Is it based on fear, mistrust, misunderstanding, or competing interests? Is it coming from individuals, groups, or the organizational culture? By identifying the sources and reasons of resistance, you can tailor your approach and communication to address them effectively.

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Annemarie Kumalau

HR Shared Services Management
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To handle resistance, listen to concerns, explain reasons, and collaborate on solutions. Be flexible, empathetic, and open to feedback. Offer training and manage expectations to build trust and understanding. Lead by example and seek continuous improvement for effective HR operations.

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Sunil Joshi

Senior Manager, Human Resources
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Any CHANGE always has/comes with resistances, challenges, question marks etc. The great way to deal with is to stick and communicate the purpose over and over again; recognize and celebrate small successes which comes with change.

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Johanna Romo

Human Resources Business Partner| Desarrollo de Talento Humano y Selección | Gestión del Cambio | Diseño y Cambio Cultural | Metodologías Agiles| Inbound Recruiting & Employer Branding
(edited)
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De acuerdo a mi experiencia personal, el involucramiento y participación es la base de poder generar una confianza en los aprendices, la cual se base en la comunicación efectiva, para poder solventar sus principales dudas e identificar cuales son las fuentes de resintencia que podria ocasionar su interelación con diferentes procesos que se involucren, es importante abordar las preocupaciones individuales y colectivas de manera proactiva, establecinedo una retroalimentación continua y de esta manera se estableciendo espectativas claras y reales sobre su formación y desarrollo, generando un proceso de reconocimiento y siendo objetivos en su evaluación, obteniendo cambios graduales en su desarrollo profesional y personal.

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C.S.Rao .

Freelance HR Consultant
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Right attitude plays a key role in implementing any change. so, the organization and people culture is the key challenge that poses the risk of accepting any change.

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2 Communicate the benefits and expectations of your HR operations initiatives

One of the best ways to overcome resistance or challenges is to communicate the benefits and expectations of your HR operations initiatives clearly and consistently. Explain how your initiatives align with the organizational vision, mission, values, and goals. Highlight how they will benefit the trainees or stakeholders in terms of performance, productivity, quality, satisfaction, or growth. Set realistic and measurable expectations for the outcomes, timelines, roles, and responsibilities of your initiatives. Provide feedback and recognition along the way to reinforce positive behaviors and results.

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Emeritus Professor Dr. (oec.) Thomas Lange, Ph.D. FRSA FCES SFHEA

LSE Alumnus. World-leading job satisfaction scholar. Visiting Senior Research Fellow, Abu Dhabi University. Affiliate Research Professor, University of Bern. Emeritus Professor of HRM, Coal City University.
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Acknowledge the resistance authentically and then demonstrate, with hands-on examples, why the transition is so promising and exciting.

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Jori Hurula

HR Director at Stora Enso
(edited)
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Show others that you consistently and truly trust the new ways of working and are even excited about them as the feeling catches along the transformation journey.

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3 Involve and empower your HR operations trainees or stakeholders

Another way to overcome resistance or challenges is to involve and empower your HR operations trainees or stakeholders in the design, implementation, and evaluation of your initiatives. Seek their input, feedback, and suggestions on how to improve your processes and systems. Encourage their participation, collaboration, and ownership of your initiatives. Provide them with the necessary training, coaching, mentoring, and support to develop their skills and confidence. Empower them to make decisions, solve problems, and innovate within your initiatives.

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Ajay Nazarene

Zonal HR Head || HRBP || Muthoot || Mashreq || Boeing || Philips
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There was a time when we were introducing Workday and ServiceNow. There were few employees resisting this change. Educating them on the benefits of using Workday and ServiceNow was the key. We organized many sessions to guide them and help them on the usage of Workday and ServiceNow. As a result, they not only started liking it and also became ambassadors of using Workday and ServiceNow.

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4 Anticipate and address potential issues and risks

No matter how well you plan and execute your HR operations initiatives, you may encounter some issues and risks along the way that could derail your efforts or cause resistance or challenges. Therefore, you need to anticipate and address potential issues and risks before they become major problems. Conduct a risk assessment to identify the possible sources, impacts, and likelihood of issues and risks. Develop contingency plans to mitigate or prevent them. Monitor and evaluate your initiatives regularly to identify and resolve any emerging issues or risks.

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5 Build trust and rapport with your HR operations trainees or stakeholders

Finally, one of the most important ways to overcome resistance or challenges is to build trust and rapport with your HR operations trainees or stakeholders. Trust and rapport are the foundations of any successful relationship, especially in HR operations. To build trust and rapport, you need to demonstrate your credibility, reliability, integrity, and empathy. Show that you are knowledgeable, competent, and experienced in your field. Deliver on your promises and commitments. Be honest, transparent, and ethical in your actions. Listen, understand, and respect their needs, concerns, and perspectives.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you handle resistance or challenges from your HR operations trainees or stakeholders?

1

2

3

4

5

6

1 Identify the sources and reasons of resistance

2 Communicate the benefits and expectations of your HR operations initiatives

3 Involve and empower your HR operations trainees or stakeholders

4 Anticipate and address potential issues and risks

5 Build trust and rapport with your HR operations trainees or stakeholders

6 Here’s what else to consider

HR Operations

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How do you handle resistance or challenges from your HR operations trainees or stakeholders?

1

2

3

4

5

6

1 Identify the sources and reasons of resistance

2 Communicate the benefits and expectations of your HR operations initiatives

3 Involve and empower your HR operations trainees or stakeholders

4 Anticipate and address potential issues and risks

5 Build trust and rapport with your HR operations trainees or stakeholders

6 Here’s what else to consider

HR Operations

Rate this article

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