The purpose for change is not clear or relevant. People dislike the person recommending, announcing or implementing the change. People see change as an attack on their performance and react defensively. The timing of announcing the change was wrong or perceived as wrong by the people involved in it. People believe that the change will make the boss look good but not me.
People have fear of having to work harder because of the change.
People have fear of loss of rights or status because of the change. As I've observed people in the middle of the most chaotic change efforts, the change was not being planned or orchestrated by leaders having character, competence and commitment to thinking, saying and doing the right thing. You can avoid experiencing these toxic behaviors that kill productivity, restrict cash flow and reduce profitability. As a leader, you need to be proactive with your people rather than reactive when initiating change. You need to have the skills to strategically facilitate people through the change process without creating organizational chaos.