I’ve recently noted again how some people react to adversely to (even very small) change. We had a minor change at work that caused users to authenticate twice to get to the LMS. Not a good idea.
After some feedback, the change was adjusted quickly so that only one login was required, but more than enough people sent round emails giving their two cents worth with regard to how inconsiderate people were in making the change without consulting, and that they wanted things reverted to how they were previously.
I found that explanations for the change weren’t readily accepted and that some people seemed to make comments just to make a comment, or get on the band wagon. There was no engagement with explanations, suggested work arounds, or an acknowledgement that the change may actually be useful – just some reactive, ill considered spaying that impressed no one. Who knows, maybe it’s a symptom of the busy, stressed workplace and taking any opportunity to have a go at someone (usually in leadership or a decision maker) else. What a waste of energy.
Anyway, the take-home for me? Have a think about the level of change you are implementing, and whether any communication is required at all – and if so, keep it brief and highlight the positive effects of the change. Then sit back and keep your head down till the noise goes away & the dust settles.