Increase your people's engagement with change

When we engage in the change process we often neglect to consider the various levels of change readiness of our teams. Some team members with be enthusiastic and embrace the change process willingly and eagerly. These guys sometimes called early adopters are a breeze for change managers to deal with. However not everyone will embrace the change with such enthusiasm.
Some team members will prefer the status quo as it appears to make their life easier than having to change something in the way they work. These guys will not be openly seeking to disrupt the change they will just seem to drag the chain and take their time. The will frustrate the manager and possibly the process but with support they will come on side and work with the process. The guys your will need to watch are the group who actively dislike change and will do anything to railroad the process.
It may be comforting to know that the information about which category your people occupy can de uncovered prior to the start of the change process. having the knowledge of which folks are which will allow you to assign tasks within the process and to work with those who are reluctant about the change process. The reluctant folk will have reasons for their concerns which can often be reduced through discussion and communication about the effects and benefits of the process. When communications fail other steps may be necessary but often good solid communication around the rationale for the change and the benefits of it will alley the concerns of most reasonable folk.
Some straightforward behavioural profiling, communications and ongoing information generation upfront can help generate a much smoother change implemention process.