Reasons Managers Resist Change

There are 5 primary reasons for managers resisting change

i) organisational cultural issues (like
    - risk-adverse cultures
    - past negative experiences with change
    - groupism versus organisational dedication
    - mistrust across departments' reporting levels
    - lack of lower-level support.

ii) lack of awareness and knowledge about change (eg lack of
    - knowledge about what the change means
    - information about and understanding of return on investment
    - understanding the reasons for change
    - knowledge about 'what's in it for me?'

iii) lack of support and commitment to change management (illustrated by beliefs that
    - change will not work
    - the status quo is more comfortable
    - change is misaligned with organisational goals
    -change will have a negative impact on them, ie accountability, visibility, etc
    - control, power or status will be lost).

iv) misalignment of project goals and personal incentives (this can make change unappealing to managers and includes factors such as
    - pace of change
    - lack of metrics
    - metrics don't align with parameters for promotion (including pay, bonus scale, incentives, etc)

v) lack of confidence in their ability to manage change
("...manager resistance is often due to their inability to be a leader of change to facilitate its adoption. Some managers resist because they lack the skills to effectively manage resistance in their teams and communicate difficult messages to direct reports..."
Tim Creasey, 2022a