Rejecting change is a natural response when it comes to a new process of doing things. “Why do people resist change? The main reasons include uncertainty, habit, concern for personal loss, and the belief that change is not in the best interests of the organization.” (Robbins, Coulter, 2016). Since your new management process involves giving lower-level employees the power to express their opinion, I see most of the resistance coming from the management and management staff. Those who held some power may feel as if their “boss” status has been removed. Others might push back, feeling that what they were doing worked. For this process to work efficiently, you will need to address these resistance issues accordingly. Here are some techniques that can be useful for reducing resistance due to internal organizational change. Education and communication can help by providing a clear reason why the change makes sense. You may also need to apply the trading technique when resistors are coming from a higher level