Resistance to Change — How a Greek Family Business Can Manage It

A family business has a soul. It has history, experience, and relationships that matter. And when, at times, you ask for things to change within this context — processes, roles, priorities — you usually encounter a very human response: resistance to change. Not because people are “tired” or “negative” or want to sabotage the effort that change brings, but because they fear loss — of roles, of security, or simply of their everyday balance.

If you want change to go through, be implemented, and last, you need to approach it with respect, with a plan, and with very simple practices. Below, I share some steps that I have adopted myself and that I also see can work in the Greek reality and within the culture of family businesses.

1. Understand resistance as information, not as a problem

Resistance to change tells you something useful:

“something may not have been fully understood,”

“someone may be afraid,”

“there may be a conflicting need.”

Don’t dismiss these signals. Listen to them, document them, and start from there.

2. Clarify the “why” — and say it simply

People can handle change when they understand why it is happening. The “why” needs to be short, specific, and connected to the company’s common good — as well as to personal benefit (e.g. less overtime, job security, future prospects).

3. Start with small, visible wins

Big change? Big fear. Try small interventions that show quick results: a new leave-tracking system, a simple project delivery checklist, or a change in workload distribution within a week. Early wins build trust.

4. Involve key people — not just management

In family businesses, authority is often informal. Identify who “pulls” the team in a positive direction. Make them allies and invite them to participate with you in the design process. When key people are involved, resistance decreases.

5. Stay transparent — keep communication open

“Secret decisions” create fear. Keep things simple: updates in three points — what is changing, when it is changing, and what this means for me. Answer questions without “hiding” behind excuses.

6. Make space for emotion — and address fear

After the announcement, allow time for discussion. When someone expresses fear, don’t “correct” them with arguments — listen. Then suggest practical support steps: training, role-playing, or brief additional help during the initial period.

Phrases that help reduce tension:

• “I understand that this is unsettling for you — tell me what you see as a risk.”
• “Thank you for saying this — let’s work through it together.”

7. Equip yourself with simple tools (templates & routines)

Change needs small tools that turn into routines: a 5-minute check-in, a one-page weekly handover, three-line updates for each issue. Small format, small habit.

Example of a 5-minute check-in:

• What am I doing today?
• What do I need?
• What is blocking me?

8. Training + consulting — not “one seminar and we’re done”

Training must be practical: role-playing exercises, demonstrations of “how we do it,” and consulting support during the initial period. In practice: a 2-hour training workshop and 3 hours of consulting during the first 2 weeks.

9. Measurement — so you know whether you’re moving in the right direction

Don’t measure in complicated ways. Three simple indicators:

• Number of issues resolved within 48 hours.
• Number of reports/complaints week over week.
• Pulse question: “I feel that I understand what is changing” (a little, quite a lot, very much).

10. When things get stuck — bring in a neutral third party

If relationships are very charged (e.g. a disagreement between family members), it’s worth bringing in a neutral consultant for a few sessions. As an impartial observer, they can help get the conversation back on track.

Conclusion — a personal note

Resistance to change is not the end of the story. It’s a bridge you walk across together with your team. If you show respect, if you listen, if you start with small and measurable steps, the business will not only change — it will become stronger and safer for everyone.

I’ve seen it again and again: small wins build greater confidence than big words.

Do you want us to do it together?

At Atlas Academy, we offer specialized workshops and plans for family businesses — practical, with no theory — as well as training programs focused on Human Resources Management.

• HR Basics — for tools and routines.
• HR Bridge Advance — for leadership, family involvement, and company-wide implementation.

I would be very happy to support you in implementing your project.