Tech Resistance: Insights from Eline Kuiper, Organizational Psychologist

Rolling out new technology in the workplace can often feel like an uphill battle. You’re excited about the latest tools, but your employees? Not so much. Whether you're introducing an employee experience platform or upgrading internal communication tools, resistance is inevitable. But what’s really behind this hesitation?

We sat down with Eline Kuiper , Organizational Psychologist and Head of HR at Speakap , to uncover the psychology of tech resistance and, more importantly, how companies can transform resistance into acceptance. 

Spoiler alert: It’s all about emotions, trust, and creating a supportive environment.

The psychology behind resistance

Q: Why do people resist new technology? Eline Kuiper: It’s fear of the unknown. People are wired to focus on potential problems—this is called negativity bias. It’s a survival mechanism from our early days when it was essential to be on alert for danger. Nowadays, we no longer face life-threatening risks in the workplace, but our brains still prioritize negative outcomes over positive ones.

Simply put, employees see the potential downsides of new tech three times more than they see the benefits. Add that to the comfort of familiar habits, and it’s no wonder change feels unsettling.

Emotions: the overlooked factor in tech adoption

Q: How emotional is this resistance, and what can companies do about it? Eline Kuiper: Emotions play a huge role. Fear, uncertainty, and anxiety are common when new tools are introduced, but many companies make the mistake of focusing solely on technical training or incentives, ignoring these emotional reactions. It’s important to acknowledge these feelings.

Employees who feel recognized and heard are 20% more engaged and more likely to embrace changes. Asking them how they’ve navigated change in the past and acknowledging their fears helps them feel supported, easing the transition to new technology.

The role of employee demographics

Q: How do age and experience influence tech resistance? Eline Kuiper: Younger or less experienced employees often struggle with uncertainty and cling to what they know. Research shows that these employees are 40% more likely to doubt their abilities, which increases resistance.

By providing training and building their confidence, companies can reduce this uncertainty. Positive reinforcement and hands-on experience make a huge difference.

How to promote a growth mindset

Q: What can companies do to foster a growth mindset when rolling out new tech? Eline Kuiper: A growth mindset thrives in environments where learning is central. Offering regular recognition for efforts, celebrating small successes, and viewing mistakes as learning opportunities are key.

When employees feel supported in learning new skills, they are more open to technology adoption. Leaders should emphasize that learning is ongoing and mistakes are part of the process.

Long-term success and employee well-being

Q: What contributes to long-term success with new technology? Eline Kuiper: Trust and self-efficacy are the most critical factors. When employees believe in their ability to handle new technology and feel supported, they’re more likely to embrace changes.

Regular feedback sessions and communication are essential. Even when there’s no major update, keeping employees in the loop with a simple “no final decisions yet” can reduce anxiety and foster trust.

At the end of the day, resistance isn’t just about the tools - it’s about how people feel about the tools. By acknowledging fears, celebrating small wins, and building confidence, companies can turn resistance into enthusiasm for new technology.

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