When an employee targets an expectation of a new goal or improvement change, he might start avoiding or completing that job in the most unproductive way—leading the organization with more damage than being fruitful because the employee is in haste to complete that task but might not understand the importance or understand it completely how it can achieve it productively. Once this situation occurs, the employee’s thinking capability goes reactive toward a fight-flight response. These fight-flight responses are nothing but the fear of change in their minds, where he loses any rational way of achieving the goal but begins to avoid or ignore or even fight out of it. 

The first fight- Flight response is where the employee understands the importance of the goal provided, but then he starts to perform other tasks that can provide assured success. He will try to delay it as much as possible. For example, if an organization gives time to an employee to improve one aspect of his performance, he is neglecting it. 

The second fight- flight response is where the employee learns to reject the change. He is well aware that there is an expectation for him to change certain aspects of his performance, but he fights not to change. That way, it becomes difficult for the managers to understand how they can improve if they don’t accept the change. 

The third fight- flight response is ignorance or de-prioritizing when the employee doesn’t understand the importance of the change. He then tends to ignore or forget about the change. He will then de-prioritize the tasks with other tasks to ensure he can avoid them for as long as possible.

So, how do we change this fear of change into acceptance to change? So, let us discuss the question now!