Which of the following is a common challenge in managing change?

The challenge of resistance and lack of engagement is crucial when managing change, as it can significantly hinder the effectiveness of any change initiative. When individuals or groups within an organization feel threatened by the changes—whether due to fear of the unknown, concerns about job security, or a general reluctance to adapt to new ways of working—they may resist the change actively or passively. This resistance can manifest in various ways, such as decreased productivity, negative attitudes, or outright opposition to new policies or practices.

Moreover, the lack of engagement can stem from a failure to involve key stakeholders in the change process. When employees do not feel like active participants in the transition or if their viewpoints and needs are overlooked, their buy-in diminishes, making them more likely to resist the change. Addressing this challenge often requires focused strategies that include clear communication, opportunities for feedback, and the involvement of employees in the planning and implementation phases of change initiatives.

In contrast, while acknowledgment from all stakeholders and achieving unanimous support could be ideal situations, they are not typically seen as common challenges because it is more realistic to expect varying degrees of support and understanding. Meanwhile, excessive communication can lead to information overload, which may complicate the change process further, rather than being a challenge