I have had my part in change management operations in my job.
And the thing that always gets banded around in training and preparations is that - regardless how you go about the change you are trying to implement (whatever it is), people will always oppose it. Often this will be with a very defensive attitude and emotive responses.
It's just a natural human response to immediately reject change, even if you are unaware of what it means and have very few details on what it entails and how it effects you. As to why, maybe you would need to ask a psychologist, but as far as I've seen, it is always considered unavoidable to cause trouble with change. Minimising the impact as much as possible is a skill and benefit, but annihilating it completely is mostly considered unattainable.
And the thing that always gets banded around in training and preparations is that - regardless how you go about the change you are trying to implement (whatever it is), people will always oppose it. Often this will be with a very defensive attitude and emotive responses.
It's just a natural human response to immediately reject change, even if you are unaware of what it means and have very few details on what it entails and how it effects you. As to why, maybe you would need to ask a psychologist, but as far as I've seen, it is always considered unavoidable to cause trouble with change. Minimising the impact as much as possible is a skill and benefit, but annihilating it completely is mostly considered unattainable.