Challenging ‘We’ve Always Done It This Way’ and Other Resistance to Change Phrases

In every organization, there’s a repertoire of sayings that reappear during discussions about change, like a familiar, if slightly annoying, soundtrack. These phrases seem harmless but can seriously hinder innovation, morale, and even safety. From “We’ve always done it this way” to “not my job,” these phrases reveal resistance to change, often reflecting deep-rooted habits that prevent progress.

Let’s take a closer look at these common “blocker phrases” and explore ways to overcome them to foster a culture of adaptability and continuous improvement.

“We’ve Always Done It This Way”

Perhaps the most common resistance to change phrase, “We’ve always done it this way” implies that historical processes and systems are superior simply because they’re familiar. However, doing things “the way they’ve always been done” ignores new data, evolving needs, and improved methodologies that could make work safer, faster, or more effective. Think of legacy systems in technology: while they might still function, they’re often clunky and costly compared to modern alternatives.

“It’s Too Complicated”

How to Overcome It: Combat this mentality by focusing on the benefits of adaptability and innovation. Use case studies or examples of successful improvements in similar contexts, showing how change has positively impacted others. Encourage employees to ask, “How can we improve this?” rather than settling for the comfort of the status quo.

This phrase can often be a way of admitting, “We’re not sure how to tackle this problem,” which is understandable—new challenges can feel overwhelming and intricate at first. However, labeling a situation as “too complicated” can easily become a convenient way to sidestep the issue altogether. It may serve as an excuse to avoid the discomfort and effort required to break down the problem into manageable steps. By doing so, we may miss out on opportunities for growth and solutions that, with a bit of perseverance, could turn out to be both achievable and valuable. Recognizing this tendency allows us to reframe the challenge as an opportunity to learn and develop new skills, making the daunting seem more approachable.

How to Overcome It: Break down complex projects into manageable steps to make them more approachable. Provide resources, training, or expert consultations to empower the team to move forward. Leaders can encourage a problem-solving mindset by framing challenges as learning opportunities, reassuring team members that complexity is not a barrier to success.

“If It Ain’t Broke, Don’t Fix It”

While it’s true that change for change’s sake isn’t useful, this saying implies that improvement is only warranted when something fails completely. Often, systems that appear to work well are actually ripe for optimization, with hidden inefficiencies or risks that go unnoticed until they cause real problems.

How to Overcome It: Emphasize the importance of continuous improvement. Encourage a proactive approach where the team actively seeks to enhance processes, even if they seem functional. Consider celebrating “small wins” when processes improve, helping people see that incremental change can prevent bigger problems down the road.

“Let’s Not Reinvent the Wheel”

While there’s no need to scrap a process that works, this phrase can sometimes be an excuse to avoid trying something new. The desire to avoid “reinventing the wheel” may actually stem from a fear of the unknown or lack of motivation to explore fresh ideas. In reality, sometimes a new approach can provide valuable insights, increase efficiency, or make existing processes even better.

How to Overcome It: Reframe change as an opportunity rather than a replacement. When tackling a new project or revamping a system, emphasize that the goal isn’t to discard existing structures but to refine and build upon them. This approach encourages constructive adjustments that feel more accessible than an all-or-nothing overhaul.

“Management Won’t Go for It”

This saying often stems from a perception that management is resistant to change, but it may also indicate that team members feel their voices aren’t being heard. Assuming that leadership will dismiss new ideas creates a self-fulfilling prophecy, as employees may stop bringing ideas forward altogether. Ultimately, this phrase reflects an organizational culture that could benefit from more open communication.

How to Overcome It: Encourage transparency by creating clear channels for employees to share their ideas and feedback. Emphasize leadership’s willingness to listen by having managers periodically reach out for suggestions or hosting forums that encourage open dialogue. When leadership considers and implements employee suggestions, it demonstrates that every team member’s input is valued.

“That’s Not My Job”

It’s a familiar refrain, usually uttered by those who feel overworked, underappreciated, or simply uninterested in stepping outside their usual responsibilities. While boundaries are important, the “that’s not my job” mentality can limit collaboration and undermine team cohesion. In reality, rigid role definitions can prevent employees from taking on valuable growth opportunities and miss out on cross-functional insights that drive improvement.

How to Overcome It: Promote an environment where team members see themselves as collaborators in shared goals. Recognize individuals who go above and beyond, and consider introducing incentives for cross-departmental cooperation. Reinforcing the idea that “your success is our success” can help employees feel more connected to the bigger picture.

Moving Beyond the Resistance to Change Clichés

While these sayings can hold us back, they also provide insight into an organization’s underlying mindset. To foster a culture that values growth, improvement, and flexibility, start by acknowledging that these phrases may arise from valid concerns or fears. Change can be daunting, but so is stagnation.

By creating an environment that values feedback, empowers employees to take initiative, and celebrates incremental progress, organizations can move beyond the resistance to change comfort statements like “We’ve always done it this way” and instead foster a workplace that welcomes new ideas, embraces change, and constantly seeks better ways to achieve shared goals.

Embrace a Culture of Continuous Improvement

Ready to break free from outdated resistance to change mindsets and embrace a culture of continuous improvement? Don’t miss your chance to transform the way you approach challenges!