The best way to convince employees to use a machine is to actively involve them in the selection and implementation of the tool. Resistance to machines in the workplace rarely stems from stubbornness, but almost always from uncertainty, habit, or a lack of trust in the new system. In this article, we answer the most frequently asked questions on this topic, ranging from the causes of resistance to the right communication strategy.
Why do employees sometimes refuse to use machines?
Employees refuse to use machines because they rely on their own way of working, are afraid of the unknown, or fear that a machine will make their job obsolete. Resistance is almost never irrational. It is an understandable reaction to change, especially when employees are not involved in the decision to introduce a machine.
The most common reasons for resistance are:
- Fear of job loss: Employees fear that automation will take over their jobs.
- Lack of confidence in their own abilities: they doubt whether they will be able to operate the machine correctly.
- Habitual behavior: People who have been working the same way for years perceive a new way of working as a threat to their competence.
- Bad experiences in the past— such as a previous machine that didn't work well or was difficult to operate—influence people's attitudes toward a new device.
- Insufficient explanation: when the reasoning behind the investment isn't communicated, mistrust can quickly arise.
It is important to take these reasons seriously. An employee who feels that his concerns are not being heard will continue to actively or passively avoid a machine, even after it has been implemented.
What are the risks if employees continue to lift manually?
When employees continue to lift manually instead of using ergonomic aids, the risk of back problems, muscle injuries, and long-term absenteeism increases significantly. This has direct consequences for both employee health and company productivity.
Manually lifting heavy or unwieldy loads is one of the leading causes of musculoskeletal disorders in the workplace. These disorders often develop gradually: minor strains accumulate until an employee is unable to work. The consequences are far-reaching:
- Long-term absence due to back problems or joint issues
- Increased workload for colleagues who take over the tasks
- Higher costs due to replacement staff and reduced output
- Potential Liability of the Employer in the Event of Workplace Accidents
In addition to physical risks, there are also safety risks. When manually handling heavy loads, such as pallets, drums, or large sheets, the risk of falls, entrapment, or other acute injuries increases. A properly used ergonomic aid systematically eliminates many of these risks, rather than merely mitigating them through personal protective equipment alone.
How do you involve employees in the process of selecting a machine?
You can involve employees in the process of selecting a machine by consulting them early in the process, taking their practical experience seriously, and giving them the opportunity to try out the machine themselves before a purchase decision is made. Participation is the most powerful way to build support.
Concrete steps to actively engage employees:
- Organize a discussion in the workplace: ask employees what they find most challenging about their current responsibilities. They know the bottlenecks best.
- Let them help determine the criteria: What features must a machine have to be truly useful in their specific situation?
- Schedule a demonstration or trial session: let employees try out a machine using their own materials, in their own work environment. This helps make it less abstract.
- Appoint an internal ambassador: a colleague who is enthusiastic about the device and shares their experiences is more persuasive than any management presentation.
- Allow for feedback: even after implementation, there should be a channel through which employees can report areas for improvement.
Employees who feel that their opinions matter are much more willing to embrace a new way of working. Engagement lowers the barrier to adoption and increases their sense of ownership of the new device.
What communication strategy works when there is resistance in the workplace?
When faced with resistance in the workplace, a communication strategy that focuses on the benefits for the employee—rather than on business logic—works best. People change their behavior when they see what the change means for them personally, not when they’re told what to do.
Communicate the why, not the what
Don’t just tell employees that a machine is coming; explain why. Link the introduction of the machine to concrete benefits that employees can recognize: less back pain, less fatigue at the end of the day, and more variety in their tasks. When employees understand that the machine is there to make their work easier, much of their resistance will disappear on its own.
Choose the right time and the right channel
An announcement via an internal memo or a general meeting is less effective than a one-on-one conversation in the workplace. Immediate supervisors play a key role here: they are familiar with their team’s concerns and can tailor their communication accordingly. Provide supervisors with the right information and tools to have this conversation.
Also, avoid rushing things. A machine that is introduced overnight without any preparation will raise suspicions. A phased approach, in which employees are given the chance to get used to it, works better in the long run.
When is a job analysis useful for this problem?
A workstation analysis is useful as soon as there are signs of physical strain, resistance to existing work methods, or when a company is considering implementing ergonomic aids but does not yet know which solution is best suited. It identifies the exact problem areas and forms the basis for a targeted approach.
When it comes to convincing employees, a workstation analysis offers significant added value: it makes the discussion objective. Instead of a debate based on opinions, there are concrete findings on the table regarding the physical strain associated with each task, the risk factors, and potential improvements. This makes the conversation with employees much more constructive.
A job analysis is particularly useful in the following situations:
- There has been an increase in complaints of back pain or fatigue within a team
- An employee or team refuses to use a new machine, and the reason is unclear
- A company wants to invest in ergonomic solutions but doesn't know where to start
- Following a workplace accident involving manual lifting
- When redesigning a production line or warehouse
The analysis also makes employees feel that their situation is being taken seriously. When a specialist observes the workstation and listens to the user’s experiences, it lowers the barrier to being open to a solution.
How Logitrans Handling Helps Build Resistance to Machines
We understand that introducing ergonomic aids in the workplace involves more than just choosing the right machine. Building support among employees is just as important. That’s why we offer an approach that goes beyond simply delivering products:
- Free workstation analysis: Our specialists analyze the work environment on-site and identify physical strain and risks.
- Demonstration area in Drongen: employees can try out the machines using their own materials, so they can see for themselves which solution works best for them.
- Training during installation: We ensure that users learn to operate the device correctly and with confidence, which significantly lowers the barrier to use.
- Customized solutions: from vacuum lifters to pallet trucks, our product line offers an ergonomic solution for every application.
- Maintenance Contracts: This ensures that equipment remains in optimal condition and that employees’ confidence in the machine is maintained.
Would you like to know how to address resistance in your workplace in practical terms? Contact us for a no-obligation consultation or a free workstation analysis.
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