Why Employees Aren’t Always Welcoming to Interim Managers

Are your employees pushing back against change, or are they embracing it with open arms?

As an interim manager stepping into an organisation, you’re tasked with guiding the company through a period of transition. Yet, despite your expertise, not all employees and interim managers may readily accept the changes you propose.

Have you ever wondered why employees and interim managers might resist the guidance of new leadership?

The answer is more complex than you might think. Resistance isn’t always about disagreeing with the proposed changes—it often comes from a place of fear, uncertainty, and miscommunication. 

Let’s focus on one critical reason employees resist an interim manager’s leadership: the fear of losing something valuable.

The Emotional Roots of Resistance

When people hear the word “change,” they don’t always see opportunity. More often than not, they see loss. For many employees, this sense of loss is about much more than just new processes or tools. 

It’s about the fear of losing what they know—their routines, expertise, or even their sense of purpose within the organisation.

Why Does This Happen?

Imagine you’ve been working at a company for years. You’ve built deep knowledge of its systems, its people, and how things get done. Now, an interim manager arrives, and suddenly, everything that once felt familiar is up in the air.

For these employees, change feels like a threat to their identity and value within the organisation. 

They might ask themselves: Will my experience be valued under this new system? Will my skills still be relevant? Am I at risk of being replaced?

Addressing the Fear of Loss

As an interim manager, it’s crucial to understand that this fear is not personal—it’s about the employee’s perceived risk to their status, skills, or job security. This is where your leadership can shine.

By acknowledging their concerns and clearly communicating the benefits of the changes, you can help employees see the transformation in a new light. 

Instead of focusing on what they might lose, guide them toward recognizing what they could gain—whether that’s more efficient processes, better teamwork, or new opportunities for learning and growth.

Practical Tips for Easing the Transition

When dealing with employees who are afraid of losing their value, a few thoughtful strategies can go a long way:

• Reassure them that their experience is critical to the company’s success moving forward. Explain how their knowledge will play a vital role in shaping the new processes.
• Involve them in the change process. When employees feel they are part of the solution, they are more likely to embrace new approaches.
• Highlight the benefits of the changes in practical terms. Focus on how these changes will improve their daily work, not just the company’s bottom line.

How to Turn Resistance into Collaboration

While it’s easy to view resistance as a barrier, it’s actually an opportunity to build stronger relationships and foster a more unified team. The employees who resist change today could become your most valuable allies tomorrow—if you take the time to understand their fears and address them with empathy.

By focusing on this one key aspect—fear of loss—and offering solutions, you create an environment of trust and open communication. 

This is what makes an interim manager not just a leader, but a true change agent.

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