Caution should be taken not to fall into the trap of negative gossip or dwelling on the negativity anymore than necessary. Clear Communication is most appropriate. In the change management process a supervisor will need to talk to the team or an individual in a face to face meeting. Dealing with Resistance Even when communication has been clear, emotions such as anger and fear may still create resistance to change. This is the hardest part supervising a group going through change.
Awareness is the first step.
Resistance can come from insecurity, threats to feelings of competence, comfort with old systems, and fear of learning new systems. Certain individuals may need more support than others with more frequent communication and mechanisms for releasing resentments and guilt. The organization may benefit from appropriate rituals to release the old systems or beliefs as part of the process of moving on to the new systems. Honoring the outgoing systems by communicating the good-byes and associated feelings loss will demonstrate support from the organization and help begin to build a foundation to move on to exploration and commitment to the new changes. After the releasing of the old systems, the process of embracing the new can begin.