As an HR manager, how do you deal with resistance during your vitality initiative? 💢

It's normal, even at a free BBQ there are sometimes empty seats 🪑

You probably recognise the moment you organise a company barbecue. The meat is on the grill, the sun is shining, but still you see a few empty chairs. Even though the barbecue is free, not everyone shows up. The same applies to a vitality initiative. Some colleagues simply have other priorities, and this is perfectly normal. Try not to focus on the empty chairs, but instead focus on the colleagues who are enthusiastic.

Besides organising a BBQ, you can think about setting up a team outing. Imagine organising a sporting event such as a company football match or a walk in the woods. You notice that not everyone participates, but the colleagues who do attend have a great time. Use this opportunity by capturing these positive experiences and sharing them through internal communication channels. For example, you can conduct short interviews with participants in which they tell what they liked about the event. This motivates others to take part on the next occasion, and strengthens commitment within the vitality initiative.

Friction gives shine 🌟

Every HR manager knows it: that one colleague who always cracks a critical note. But what if you look at that resistance as an opportunity? It is important not to be too quick to judge or get frustrated by this friction. There is often a valuable lesson hidden in it. Imagine you introduce a new way to increase job satisfaction, for example by offering flexible working hours. A few colleagues react reluctantly, wondering how this will affect cooperation. Instead of seeing this as opposition, you can use this as an opportunity to engage in conversation and turn objections into a constructive conversation. Ask these colleagues what their concerns are and how they think things could be done differently. By thinking about solutions together, you can develop a model that better suits everyone's needs. This could mean, for example, introducing flexible hours in stages, so colleagues can get used to it and see how it works in practice. This approach turns resistance into a learning opportunity and contributes to the further development of your vitality initiative.

Positives come later 👂

The start of a new vitality initiative can sometimes be accompanied by some negative reactions. These critical voices can be loud, like a frog in a quiet pond. But don't be discouraged by this. Enthusiastic reactions sometimes need some time to surface.

Compare it to introducing a new appraisal system in your organisation. In the beginning, some employees may be sceptical and voice their concerns. However, you find that others remain quiet and want to try the system before passing judgement. This situation offers an opportunity to evaluate the results of the new system after a few months and communicate widely the positive experiences gained. For example, you can share success stories of employees who have found the system valuable for their personal development. By actively sharing these positive experiences, for example at team meetings or in an internal newsletter, you give others time and space to adapt and eventually embrace the initiative.

What you give attention to grows 🧲

Every HR manager knows how important it is to foster a positive culture within an organisation. And what works better than highlighting success stories? By sharing the successes of your vitality initiative on various platforms, you create a positive atmosphere around the project.

Also consider implementing a buddy system for new employees. Imagine new employees being paired with experienced colleagues who show them around the organisation. You can reinforce the success of this system by regularly celebrating and sharing successes. For instance, you can share stories of buddies and new employees who have benefited from this support through internal channels. This can take the form of short stories, interviews or even a podcast in which employees talk about their experiences. By continuously highlighting these positive stories, you show how effective the system is and motivate others to also actively engage in the vitality initiative.

Key insights ⚙️

Not everyone will be enthusiastic, and that is normal. It is an unavoidable part of any vitality initiative that not everyone gets excited right away. Resistance always comes first, but that doesn't mean your initiatives will fail. Patience and understanding are the key words here. Often, enthusiastic employees need time to share their experiences, and that is fine. Your job as HR manager is to collect these stories and share them in as many ways as possible. After all, what you give attention to, grows.

Another good example is setting up a feedback session after a major change, such as the introduction of a new software package. You notice that some employees resist, while others see the benefits. Therefore, organise a feedback session where employees can openly share their experiences, both positive and negative. Use this session to highlight the positive stories and take others' concerns seriously. By seeking solutions and improvements together, you show that you value their opinions and are willing to make adjustments. This not only promotes acceptance of the new system, but also boosts confidence in your leadership as HR manager.