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Here Are Some Of The Reasons Why We Hate Change And What We Can Do About It

February 26th, 2019 | Posted by ATS in Change | Time and Attendance | Time and Attendance Blog, Workforce Management Software - (Comments Off on Here Are Some Of The Reasons Why We Hate Change And What We Can Do About It)

Change has and will always will be hard for some of us, for a variety of reasons. And, for some of us, we simply have to accept change when it happens despite our best efforts to avoid it. Gustavo Razzetti article in TLNT, titled, It’s Our ‘Schemas’ That Make Us Resist Change  raises, some important facts about our resistance to change and reads, in part;

“Assimilation is easy . The new information fits within existing experiences and preconceived ideas. But, when there’s no place for it, it challenges our beliefs, emotions, and confidence.

Accommodation is harder. It requires us to alter our existing schemas or create new ones. We have to put aside our schemas — the way we look at things — and be willing to analyze the new information, accepting it as potentially good before we adopt it. Once we recognize the benefit of a new initiative, it requires challenging our existing ideas  —  accommodation requires training our minds.

That’s why it’s essential for any team to understand how they deal with change. Assessing what drives resistance (FEAR) is the first step toward training everyone’s mind, not only to be more open but to thrive in change (DARE).”

But why is it, humans resist change so much when that change can lead to something better? Here are three of the most poignant take-aways from this article:

“I don’t want to change. I want all of you to change.”

FEAR: Fighting — Most of us are at war with reality. We fight what we can’t control or don’t understand. Our anxiety, emotions, and thoughts prevent us from fully understanding ourselves, others, and the context. Low self-awareness causes blindspots, clouding our judgment when making decisions.

DARE: Discovery — We must pause and reflect to increase our self-awareness. We put the time and effort to discover who we really are and become compassionate enough to accept our entire self (flaws included). We don’t let our thoughts and emotions cloud our judgment — we discover reality as is. Self-aware teams make better decisions, interact better with each other, and manage conflicts more effectively. Discovery is an ongoing process. Self-awareness turns our blind-spots into bright spots.

Dare to change: To move from FEAR to DARE a framework is not enough  —  it requires training, coaching, tools, and regular practice. But, above all, you must provide a safe space for dialogue and feedback.

All too often when we encounter resistance to change, it’s simply the fear of the unknown. And, sometimes it’s the little things like—changes in work methods, in routine project assignments, in the location of a computer or a new time and attendance system, or just in personnel assignments.

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The Work Is Important And The Compensation Should Reflect That As Well

September 6th, 2017 | Posted by ATS in Careers | HR | Time and Attendance Blog, Workforce Management Software - (Comments Off on The Work Is Important And The Compensation Should Reflect That As Well)

Just scan the Internet and you will find a plethora of sites giving advice on how potential employees should approach the conversation of compensation during an interview. Many of these published articles suggest using a tepid approach, while others go insofar to suggest that the topic should addressed by the candidate only after the employer brings it up. In other words, discuss everything else, but when it comes to subject of compensation, simply dance around it. No human being is going to work for free or for less than they worth, and if they do, it won’t be for very long, regardless the size of the company or its perceived stature.

The Work Is Important And The Compensation Should Reflect That As Well

Why then is it that some companies, are interested in discussing a  candidate’s qualifications for the job that they are trying to fill, yet remain reluctant to discuss the compensation at the onset or deemed it as being rude if the candidate brings it up? At ATS, one of the first things our recruiters address is the compensation. And why not, the candidate has obviously read the job description otherwise, they would not (at least we hope) have applied for the position. Our recruiters say this approach to dealing with compensation, puts the candidates at ease and they can go about discussing the other areas of the job as it relates to the candidate suitability.

A wonderful and recent post by titled; We Want Meaningful Work and a Meaningful Paycheck by Ted Sackett, for TLNT.com sums up employee compensation debate this way;

“I’m going to stop fighting. For years I’ve been fighting morons who claim that millennials would rather do “meaningful work” than making money. That is actually one big lie, I believe perpetuated by employers who don’t want to pay market wages! (Conspiracy Theory Alert!!!) Actually, it showed up on a bunch of studies that were poorly worded and confusing.

The reality is money matters until it doesn’t.

Millennials and almost any other human on the planet would love to do work that is “meaningful” and something they enjoy doing. That isn’t rocket science. But, if you’re not at least making a fair market wage, money is the most important thing for the majority of people.

The studies that said millennials would prefer meaningful work over money, didn’t make it clear about the money. It was put to them as if it was a decision about “more” money or “meaningful” work, what would they choose. The perception being that you are already making “good” money, so now what do you want? More money, or meaningful work, or something else. In that case, the majority of people choose other things because we don’t want to come across as greedy.”

The fair compensation debate has been boiling beneath the surface for quite some time and has morphed into proposed wage hikes across several jurisdictions. And, this has left the pro and those against wage hikes, tied up in knots.

Bottom line:

Everyone wants to be in a job that values their skills and where they also feel a sense of belonging. We are, after all, social creatures. However, it is just as important, that candidates feel they are being fairly compensated. Otherwise, all you will be left with is a revolving, high turnover door.

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