Loss of job security - More than 80 percent of people want their job responsibilities to remain the same that make employees are afraid that change will affect their position.
Previous experience with change - Some of your employees may have had negative experiences with change in the past, making them resistant to workplace change. Furthermore, if your organization has a history of poor change management, your employees are likely to rebel.
Mistrust - Mistrust may turn into resistance when changes are brought about by a leader who has not developed that same level of trust.
Deprivation of rewards - When there are no rewards, there is no motivation to maintain long-term change.
Inadequate communication and support - Communicating change from the beginning can either cause or disrupt change because it occurs during the planning phase of the change.
Unclear on the need for change - Before finding the strategy to convince skeptical employees to adopt new technology, consider the main reasons why your employees might be hesitant to use it