Why Change Freaks Us Out*

*TeamWerks is proud to bring you this special guest article written by TeamWerks intern and GVSU Psychology student Ella Dunn

Change sounds simple on paper. A new policy. A different schedule. A fresh direction. But as most of us know, even small changes can stir up big feelings: Confusion, excitement, stress, motivation, frustration. Sometimes all in the same day. So what’s going on in our brains when things don’t stay the same?

Did you know? Studies show that 70% of organizational change initiatives fail due to employee resistance and lack of engagement. Understanding the psychology behind these reactions is key to turning those numbers around.

Our brains are wired to keep us safe and comfortable. Anything new gets flagged as a possible threat, even if it's not dangerous.

That’s because of how the part of our brain, the amygdala, works. This part of our brain reacts to uncertainty with fight or flight, and it lights up anytime things feel unfamiliar.

At work, this can show up in ways we don’t always notice. A team might go quiet, or a project might slow down. People resist even helpful changes, and not because they don’t care, but because their brains are trying to create stability.

It’s not just emotional, but chemical too! Change can trigger a drop in dopamine, which is the feel-good brain chemical. This happens because the rewards of a new system or direction aren’t immediate. This can make people feel unmotivated or even down during transition periods.

When it comes to change, it’s not just about the shift itself, but all the unknowns that come with it. One big factor is something called cognitive bias. People tend to focus more on the potential negatives than the positives.

This means when a new policy or process is introduced, employees might resist because they’re more concerned about what they might lose rather than what they might gain.

All of these factors combined can lead to decreased productivity, more resistance to change, and ultimately, slower progress for the business.

So how can we help employees navigate these challenges and drive positive change?

Effective leadership involves understanding the psychological impact of change and responding to it. When employees feel supported and included, they’re more likely to embrace new initiatives.

Leaders who communicate clearly, provide consistent support, and involve their teams in the change process can help reduce anxiety and build trust.

By focusing on empathy and guidance, leadership can turn moments of uncertainty into opportunities for growth, benefiting both individuals and the business as a whole.

-Ella Dunn, GVSU Psychology student