---
title: How to Get Employees to Buy In to Change Because They Want To
description: "Getting sign-on for change in your team or company can be problematic, but not if you understand the psychology of what humans really want: novelty and challenge."
image: https://www.worktolive.info/hubfs/Employees%20at%20training.jpg
---

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# Working Smarter

## [How to Get Employees to Buy In to Change Because They Want To](https://www.worktolive.info/blog/how-to-get-employees-to-buy-in-to-change-because-they-want-to)

[Posted by Joe Robinson](https://www.worktolive.info/blog/author/joe-robinson)

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 ![Employees at training.jpg](https://www.worktolive.info/hs-fs/hubfs/Employees%20at%20training.jpg?width=640&name=Employees%20at%20training.jpg)

For all its myopia, homo sapiens has stuck around for millennia because of its ability to survive all sorts of environments, climates, skullduggery, and duress. We have a talent for adapting and bending to new circumstances, matched only by how we resist the new world initially.

We can go from hating kale to almost liking it, because it’s good for us. We can be convinced that a haircut that shaves one side of the head is not the unfortunate result of brain surgery, but is stylish.

**REFLEX RESISTANCE**

We are the adaptable species that doesn’t like to change but will— given an appropriate amount of reasoning or adoption of the new thing by others. In fact, as much as most of us like to hang on to the old way, our real nature is change. We’re changing from our toes to the tips of our hair every day we are alive. The world and people around us are changing. The work we do changes, and we have to adapt, or get left behind.

Teams and divisions get consolidated, shrunk, merged, purged. People who have been doing things one way now have to do them another. The reflex is to resist the new way. What is it that unsettles your team about change? Are there ways to get sign-on to new policies and systems without an insurrection? How do minds come to accept a shift away from what's always been done?

The surprising key for anyone involved in change management is that we are all of distinctly two minds. The defensive equipment in the brain wants things to stay the same. There’s less chance of something calamitous happening that way. On the other hand, our brain neurons want two things more than anything else for long-term fulfillment: novelty and challenge, both of which have to do with stepping into the unknown and unpredictable.

It’s a battle the defensive brain usually wins, at the cost of growth and moving forward invidually and [employee engagement](https://www.worktolive.info/employee-engagement) and employee morale at the organization level. To get people to sign on to change, we have to appeal to the higher realms of the brain that want to learn, take initiative, and make progress. That’s something we can do when we get them involved in the process and understanding the rationale behind the changes.

**THE RATIONALE FOR CHANGE**

The research of Ed Deci and Richard Ryan at the University of Rochester shows that when you give someone a reason for doing something, they’re more inclined to do it willingly. Even if they don’t want to do it, if you give them a rationale for why they should, they internalize the task, which increases its importance and, as a result, the willingness to do it. It’s like the kale. People buy into the health argument, and suddenly, it’s less like chewing alfalfa and more digestible.

Letting people know why they have to do things is essential to digesting change. This is because the higher brain equipment that seeks challenge and growth wants us to satisfy key psychological needs, such as autonomy and competence, that require we be more than mannequins. Commands and control may get acquiescence but not agreement, and that fuels disengagement, the opposite of what both manager and employee want.

We are all designed to be engaged, to make choices and be involved in things that affect our world, job, life. When we feel self-responsible and a participant in the change, that activates the core needs that make us feel true to our aspirations and goals. We feel part of the change, instead of part of the order-taking.

Since we have the equipment built-in for change with our latent desire for novelty and challenge, all we have to do is appeal to it by seeking out the input and assessment of those who are going to experience changes. The more transparent about the change we can be, the better. Have everyone make suggestions about how to implement the changes. Get them to help chart the path forward.

This creates the perception of choice, and with that, resistance turns into shared redesign. Use the opportunity to ask for thoughts on other changes that could help the work process move smoother. They can win new process improvements, and you get people feeling a part of the team enough to help move the change forward.

I’ve found that [work-life-balance trainings](https://www.worktolive.info/work-life-balance) are a great way to introduce process upgrades and fixes that make everyone feel they are, not only a part of the initiative, but also being listened to and valued during the process of change. Our work-life balance trainings, for instance, help people embrace change, because they see the concrete benefits that come from them, making work and life less difficult. This paves the way for the larger change issue or reinvention. Doing them in tandem builds trust.

**CHALLENGE DRIVES SATISFACTION**

The language of change is critical. The phrasing should be informational, not controlling. Instead of relaying an edict and that you “have to” do this, lay out the scenario and ask the team for their suggestions. How can the new situation move us all forward? How do we implement it?

Progress is one of the key levers for employee satisfaction, so people want to move in that direction. They just need to feel they play a part in making it happen. That’s the autonomy piece.

The fear of change, is, of course, about security, ego, doing new things that you might not have done before, exposing a learning curve. Try to move the issue from the personal to a group participation project. Have everyone contribute something to the process, so everyone is learning and a part of charting the new course.

Research shows that development programs are one of the big levers for employee engagement, no doubt because of the novelty and challenge mandate of our brain neurons. Satisfaction, brain scientists say, is a byproduct, not of doing what’s easy, but of doing things that make us stretch. We can’t satisfy our need for competence by doing what’s easy.

Since it comes with challenge, change, then, can be a key route to job satisfaction—when people know why they’re doing it and that through their active participation they are the change they are making.

**If changes are affecting engagement for your team, click the button below for details on our work-life balance training or employee engagement programs, which can turn attitudes and engagement around and open the door to change.**

**[![Event, Meeting Planners: Click for Price, Program Details](https://hubspot-no-cache-na2-prod.s3.amazonaws.com/cta/default/156026/783a7573-da0e-46a5-b32f-7a524e7657ea.png)](https://hubspot-cta-redirect-na2-prod.s3.amazonaws.com/cta/redirect/156026/783a7573-da0e-46a5-b32f-7a524e7657ea)**

 

 

 Tags: [work-life balance training](https://www.worktolive.info/blog/topic/work-life-balance-training), [employee engagement](https://www.worktolive.info/blog/topic/employee-engagement), [change management](https://www.worktolive.info/blog/topic/change-management), [employee morale](https://www.worktolive.info/blog/topic/employee-morale), [managing change](https://www.worktolive.info/blog/topic/managing-change), [participation and morale](https://www.worktolive.info/blog/topic/participation-and-morale)

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- [managing stressful thoughts (1)](https://www.worktolive.info/blog/topic/managing-stressful-thoughts)
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- [memory (1)](https://www.worktolive.info/blog/topic/memory)
- [mental health (1)](https://www.worktolive.info/blog/topic/mental-health)
- [mental wellness (1)](https://www.worktolive.info/blog/topic/mental-wellness)
- [Michael Justice (1)](https://www.worktolive.info/blog/topic/michael-justice)
- [millennials (1)](https://www.worktolive.info/blog/topic/millennials)
- [mind management (1)](https://www.worktolive.info/blog/topic/mind-management)
- [mindfulness (1)](https://www.worktolive.info/blog/topic/mindfulness)
- [mirror neurons (1)](https://www.worktolive.info/blog/topic/mirror-neurons)
- [mood and performance (1)](https://www.worktolive.info/blog/topic/mood-and-performance)
- [mood and work productivity (1)](https://www.worktolive.info/blog/topic/mood-and-work-productivity)
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- [multitasking (1)](https://www.worktolive.info/blog/topic/multitasking)
- [multitasking and productivity (1)](https://www.worktolive.info/blog/topic/multitasking-and-productivity)
- [multitasking and stress (3)](https://www.worktolive.info/blog/topic/multitasking-and-stress)
- [nature and stress (1)](https://www.worktolive.info/blog/topic/nature-and-stress)
- [negative mood and productivity (1)](https://www.worktolive.info/blog/topic/negative-mood-and-productivity)
- [negotiating for work-life balance (1)](https://www.worktolive.info/blog/topic/negotiating-for-work-life-balance)
- [novelty (1)](https://www.worktolive.info/blog/topic/novelty)
- [novelty and motivation (1)](https://www.worktolive.info/blog/topic/novelty-and-motivation)
- [office stress (1)](https://www.worktolive.info/blog/topic/office-stress)
- [online classes (1)](https://www.worktolive.info/blog/topic/online-classes)
- [online work-life balance classes (1)](https://www.worktolive.info/blog/topic/online-work-life-balance-classes)
- [optimal experience (2)](https://www.worktolive.info/blog/topic/optimal-experience)
- [optimal performance (1)](https://www.worktolive.info/blog/topic/optimal-performance)
- [optimism (3)](https://www.worktolive.info/blog/topic/optimism)
- [optimism and health (1)](https://www.worktolive.info/blog/topic/optimism-and-health)
- [optimism and negative events (1)](https://www.worktolive.info/blog/topic/optimism-and-negative-events)
- [optimism and productivity (2)](https://www.worktolive.info/blog/topic/optimism-and-productivity)
- [optimism and stress (1)](https://www.worktolive.info/blog/topic/optimism-and-stress)
- [optimism and work (1)](https://www.worktolive.info/blog/topic/optimism-and-work)
- [optimistic explanatory style (1)](https://www.worktolive.info/blog/topic/optimistic-explanatory-style)
- [overload (1)](https://www.worktolive.info/blog/topic/overload)
- [overload causes (1)](https://www.worktolive.info/blog/topic/overload-causes)
- [overperformance (2)](https://www.worktolive.info/blog/topic/overperformance)
- [overtime costs (1)](https://www.worktolive.info/blog/topic/overtime-costs)
- [overwhelm (13)](https://www.worktolive.info/blog/topic/overwhelm)
- [overwork in India (1)](https://www.worktolive.info/blog/topic/overwork-in-india)
- [packing for vacation (1)](https://www.worktolive.info/blog/topic/packing-for-vacation)
- [panic (1)](https://www.worktolive.info/blog/topic/panic)
- [panic attacks (1)](https://www.worktolive.info/blog/topic/panic-attacks)
- [participation and morale (1)](https://www.worktolive.info/blog/topic/participation-and-morale)
- [passions (3)](https://www.worktolive.info/blog/topic/passions)
- [patience and performance (1)](https://www.worktolive.info/blog/topic/patience-and-performance)
- [perfectionism (1)](https://www.worktolive.info/blog/topic/perfectionism)
- [perfectionism and work (1)](https://www.worktolive.info/blog/topic/perfectionism-and-work)
- [persistence (1)](https://www.worktolive.info/blog/topic/persistence)
- [personal coaching (1)](https://www.worktolive.info/blog/topic/personal-coaching)
- [perspective and stress (1)](https://www.worktolive.info/blog/topic/perspective-and-stress)
- [pessimistic self-talk (1)](https://www.worktolive.info/blog/topic/pessimistic-self-talk)
- [physiology of balance (1)](https://www.worktolive.info/blog/topic/physiology-of-balance)
- [pilgrimage to Ganges (1)](https://www.worktolive.info/blog/topic/pilgrimage-to-ganges)
- [play and productivity (1)](https://www.worktolive.info/blog/topic/play-and-productivity)
- [play and stress (1)](https://www.worktolive.info/blog/topic/play-and-stress)
- [play, (3)](https://www.worktolive.info/blog/topic/play)
- [positive affect (2)](https://www.worktolive.info/blog/topic/positive-affect)
- [positive emotions (3)](https://www.worktolive.info/blog/topic/positive-emotions)
- [positive emotions and productivity (2)](https://www.worktolive.info/blog/topic/positive-emotions-and-productivity)
- [positive emotions and success (1)](https://www.worktolive.info/blog/topic/positive-emotions-and-success)
- [positive mood (2)](https://www.worktolive.info/blog/topic/positive-mood)
- [positive thinking (1)](https://www.worktolive.info/blog/topic/positive-thinking)
- [positive thinking and stress (2)](https://www.worktolive.info/blog/topic/positive-thinking-and-stress)
- [postive affect (1)](https://www.worktolive.info/blog/topic/postive-affect)
- [presenteeism (2)](https://www.worktolive.info/blog/topic/presenteeism)
- [productivity (11)](https://www.worktolive.info/blog/topic/productivity)
- [productivity and attention (1)](https://www.worktolive.info/blog/topic/productivity-and-attention)
- [productivity and email (2)](https://www.worktolive.info/blog/topic/productivity-and-email)
- [productivity and exercise (1)](https://www.worktolive.info/blog/topic/productivity-and-exercise)
- [productivity and stress (6)](https://www.worktolive.info/blog/topic/productivity-and-stress)
- [productivity and time off (1)](https://www.worktolive.info/blog/topic/productivity-and-time-off)
- [productivity programs (8)](https://www.worktolive.info/blog/topic/productivity-programs)
- [productivity strategies (1)](https://www.worktolive.info/blog/topic/productivity-strategies)
- [productivity training (4)](https://www.worktolive.info/blog/topic/productivity-training)
- [Quiet Time (1)](https://www.worktolive.info/blog/topic/quiet-time)
- [recreation (2)](https://www.worktolive.info/blog/topic/recreation)
- [recreational activities and stress relief (1)](https://www.worktolive.info/blog/topic/recreational-activities-and-stress-relief)
- [reduce distractions (1)](https://www.worktolive.info/blog/topic/reduce-distractions)
- [reducing burnout (2)](https://www.worktolive.info/blog/topic/reducing-burnout)
- [reducing email (1)](https://www.worktolive.info/blog/topic/reducing-email)
- [reducing stress (10)](https://www.worktolive.info/blog/topic/reducing-stress)
- [reducing stress in nature (1)](https://www.worktolive.info/blog/topic/reducing-stress-in-nature)
- [regret (1)](https://www.worktolive.info/blog/topic/regret)
- [remote work (1)](https://www.worktolive.info/blog/topic/remote-work)
- [remote work and producitivity (1)](https://www.worktolive.info/blog/topic/remote-work-and-producitivity)
- [remote working (2)](https://www.worktolive.info/blog/topic/remote-working)
- [resilience (3)](https://www.worktolive.info/blog/topic/resilience)
- [resilience programs (1)](https://www.worktolive.info/blog/topic/resilience-programs)
- [resilience speakers (1)](https://www.worktolive.info/blog/topic/resilience-speakers)
- [Rio Carnival (1)](https://www.worktolive.info/blog/topic/rio-carnival)
- [risk (1)](https://www.worktolive.info/blog/topic/risk)
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- [risks of chronic stress (1)](https://www.worktolive.info/blog/topic/risks-of-chronic-stress)
- [road rage (1)](https://www.worktolive.info/blog/topic/road-rage)
- [rumination (2)](https://www.worktolive.info/blog/topic/rumination)
- [rushing and productivity (1)](https://www.worktolive.info/blog/topic/rushing-and-productivity)
- [samba (1)](https://www.worktolive.info/blog/topic/samba)
- [secondhand stress (1)](https://www.worktolive.info/blog/topic/secondhand-stress)
- [self-determination theory (2)](https://www.worktolive.info/blog/topic/self-determination-theory)
- [self-discipline (1)](https://www.worktolive.info/blog/topic/self-discipline)
- [self-motivation (1)](https://www.worktolive.info/blog/topic/self-motivation)
- [self-talk (2)](https://www.worktolive.info/blog/topic/self-talk)
- [self-worth and work identity (1)](https://www.worktolive.info/blog/topic/self-worth-and-work-identity)
- [setting boundaries (1)](https://www.worktolive.info/blog/topic/setting-boundaries)
- [setting boundaries at work (3)](https://www.worktolive.info/blog/topic/setting-boundaries-at-work)
- [sleep (1)](https://www.worktolive.info/blog/topic/sleep)
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- [smash stress (1)](https://www.worktolive.info/blog/topic/smash-stress)
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- [speaking up (1)](https://www.worktolive.info/blog/topic/speaking-up)
- [startle response (1)](https://www.worktolive.info/blog/topic/startle-response)
- [stress (11)](https://www.worktolive.info/blog/topic/stress)
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- [stress and aggression (1)](https://www.worktolive.info/blog/topic/stress-and-aggression)
- [Stress and anger (2)](https://www.worktolive.info/blog/topic/stress-and-anger)
- [stress and attention (1)](https://www.worktolive.info/blog/topic/stress-and-attention)
- [stress and burnout (1)](https://www.worktolive.info/blog/topic/stress-and-burnout)
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- [stress at work (8)](https://www.worktolive.info/blog/topic/stress-at-work)
- [stress coaching (1)](https://www.worktolive.info/blog/topic/stress-coaching)
- [stress management (40)](https://www.worktolive.info/blog/topic/stress-management)
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- [stress management classes (1)](https://www.worktolive.info/blog/topic/stress-management-classes)
- [stress management employee training (2)](https://www.worktolive.info/blog/topic/stress-management-employee-training)
- [stress management programs (36)](https://www.worktolive.info/blog/topic/stress-management-programs)
- [stress management speaker (2)](https://www.worktolive.info/blog/topic/stress-management-speaker)
- [stress management speakers (3)](https://www.worktolive.info/blog/topic/stress-management-speakers)
- [stress management trainer (5)](https://www.worktolive.info/blog/topic/stress-management-trainer)
- [stress management training (16)](https://www.worktolive.info/blog/topic/stress-management-training)
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- [stress relief (2)](https://www.worktolive.info/blog/topic/stress-relief)
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- [stress response (4)](https://www.worktolive.info/blog/topic/stress-response)
- [stress speakers (1)](https://www.worktolive.info/blog/topic/stress-speakers)
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- [switching off stress (1)](https://www.worktolive.info/blog/topic/switching-off-stress)
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- [technology addiction (4)](https://www.worktolive.info/blog/topic/technology-addiction)
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- [therapeutic effects of being in nature (1)](https://www.worktolive.info/blog/topic/therapeutic-effects-of-being-in-nature)
- [time frenzy, (1)](https://www.worktolive.info/blog/topic/time-frenzy)
- [time management (3)](https://www.worktolive.info/blog/topic/time-management)
- [time management and planning (1)](https://www.worktolive.info/blog/topic/time-management-and-planning)
- [time management classes (1)](https://www.worktolive.info/blog/topic/time-management-classes)
- [time management programs (2)](https://www.worktolive.info/blog/topic/time-management-programs)
- [time management skills (1)](https://www.worktolive.info/blog/topic/time-management-skills)
- [time panic (1)](https://www.worktolive.info/blog/topic/time-panic)
- [time stress (1)](https://www.worktolive.info/blog/topic/time-stress)
- [time urgency (5)](https://www.worktolive.info/blog/topic/time-urgency)
- [too much email (1)](https://www.worktolive.info/blog/topic/too-much-email)
- [training programs (1)](https://www.worktolive.info/blog/topic/training-programs)
- [turning off work stress (3)](https://www.worktolive.info/blog/topic/turning-off-work-stress)
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- [vacation (2)](https://www.worktolive.info/blog/topic/vacation)
- [vacation planning (1)](https://www.worktolive.info/blog/topic/vacation-planning)
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- [vacations and productivity, (1)](https://www.worktolive.info/blog/topic/vacations-and-productivity)
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- [vacations and stress management (1)](https://www.worktolive.info/blog/topic/vacations-and-stress-management)
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- [vacations, (1)](https://www.worktolive.info/blog/topic/vacations)
- [Varanasi (1)](https://www.worktolive.info/blog/topic/varanasi)
- [variety and happiness (1)](https://www.worktolive.info/blog/topic/variety-and-happiness)
- [virtual speakers happiness (1)](https://www.worktolive.info/blog/topic/virtual-speakers-happiness)
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- [well-lived life (1)](https://www.worktolive.info/blog/topic/well-lived-life)
- [wellness (5)](https://www.worktolive.info/blog/topic/wellness)
- [wellness at work (1)](https://www.worktolive.info/blog/topic/wellness-at-work)
- [wellness programs, (1)](https://www.worktolive.info/blog/topic/wellness-programs)
- [when a company needs work-life balance (1)](https://www.worktolive.info/blog/topic/when-a-company-needs-work-life-balance)
- [why have a work-life balance program (1)](https://www.worktolive.info/blog/topic/why-have-a-work-life-balance-program)
- [women and stress (1)](https://www.worktolive.info/blog/topic/women-and-stress)
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- [work breaks (1)](https://www.worktolive.info/blog/topic/work-breaks)
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- [work guilt (1)](https://www.worktolive.info/blog/topic/work-guilt)
- [work life balance (32)](https://www.worktolive.info/blog/topic/work-life-balance)
- [work life balance and performance (1)](https://www.worktolive.info/blog/topic/work-life-balance-and-performance)
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- [work life balance and vacations (1)](https://www.worktolive.info/blog/topic/work-life-balance-and-vacations)
- [work life balance classes (1)](https://www.worktolive.info/blog/topic/work-life-balance-classes)
- [work life balance coaching (1)](https://www.worktolive.info/blog/topic/work-life-balance-coaching)
- [work life balance programs (45)](https://www.worktolive.info/blog/topic/work-life-balance-programs)
- [work life balance tools (1)](https://www.worktolive.info/blog/topic/work-life-balance-tools)
- [work motivation (1)](https://www.worktolive.info/blog/topic/work-motivation)
- [work overload (4)](https://www.worktolive.info/blog/topic/work-overload)
- [work productivity (2)](https://www.worktolive.info/blog/topic/work-productivity)
- [work recovery (2)](https://www.worktolive.info/blog/topic/work-recovery)
- [work stress (18)](https://www.worktolive.info/blog/topic/work-stress)
- [work stress and health (2)](https://www.worktolive.info/blog/topic/work-stress-and-health)
- [work stress and sleep (1)](https://www.worktolive.info/blog/topic/work-stress-and-sleep)
- [work stress burnout (1)](https://www.worktolive.info/blog/topic/work-stress-burnout)
- [work to live (1)](https://www.worktolive.info/blog/topic/work-to-live)
- [work-home perimeter (1)](https://www.worktolive.info/blog/topic/work-home-perimeter)
- [work-life balance and business travel (1)](https://www.worktolive.info/blog/topic/work-life-balance-and-business-travel)
- [work-life balance and employee engagement (1)](https://www.worktolive.info/blog/topic/work-life-balance-and-employee-engagement)
- [work-life balance and flexible hours (1)](https://www.worktolive.info/blog/topic/work-life-balance-and-flexible-hours)
- [work-life balance and flexible schedules (1)](https://www.worktolive.info/blog/topic/work-life-balance-and-flexible-schedules)
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- [work-life balance and millennials (1)](https://www.worktolive.info/blog/topic/work-life-balance-and-millennials)
- [work-life balance and productivity (4)](https://www.worktolive.info/blog/topic/work-life-balance-and-productivity)
- [work-life balance and stress (1)](https://www.worktolive.info/blog/topic/work-life-balance-and-stress)
- [work-life balance coach (1)](https://www.worktolive.info/blog/topic/work-life-balance-coach)
- [work-life balance definition (1)](https://www.worktolive.info/blog/topic/work-life-balance-definition)
- [work-life balance employee survey (1)](https://www.worktolive.info/blog/topic/work-life-balance-employee-survey)
- [work-life balance policies (1)](https://www.worktolive.info/blog/topic/work-life-balance-policies)
- [work-life balance program (4)](https://www.worktolive.info/blog/topic/work-life-balance-program)
- [work-life balance reeaarch (1)](https://www.worktolive.info/blog/topic/work-life-balance-reeaarch)
- [work-life balance studies (1)](https://www.worktolive.info/blog/topic/work-life-balance-studies)
- [work-life balance training (6)](https://www.worktolive.info/blog/topic/work-life-balance-training)
- [work-life balance trainings (5)](https://www.worktolive.info/blog/topic/work-life-balance-trainings)
- [work-life coach (1)](https://www.worktolive.info/blog/topic/work-life-coach)
- [work-life coaching (1)](https://www.worktolive.info/blog/topic/work-life-coaching)
- [workaholism (2)](https://www.worktolive.info/blog/topic/workaholism)
- [working memory (1)](https://www.worktolive.info/blog/topic/working-memory)
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