Employees may resist change for various reasons. One common reason is fear of the unknown. Change disrupts familiar routines and introduces uncertainty, leading employees to worry about potential negative consequences such as job loss or increased workload. Additionally, a lack of information or understanding about the change can contribute to resistance. When employees feel uninformed or uncertain about the reasons, goals and impact of the change, they may resist it due to concerns about how it will affect their roles and future prospects.Another reason for resistance is the loss of control. Change can make employees feel like they are losing control over their work, decision-making, or processes. Past negative experiences with poorly managed changes can also create skepticism and resistance. Negative experiences erode trust and make employees hesitant to embrace new changes. Addressing employee resistance requires clear and transparent communication and involvement in the change process. Provide support and training, and demonstrate the benefits and positive outcomes of the change. By addressing concerns, involving employees, and building trust, change leaders can help mitigate resistance and foster a more positive reception to change.