Why is adapting to change in the workplace difficult?

Consider this scenario; two companies are looking to merge, the management wants to automate all processes. The fear that usually comes to mind isn’t always the change implemented but how well employees will cope with its introduction. An organisation can always hire professionals to ease the transition. However, there is little they can do to see that workers adapt. Now, we’re not insinuating that challenges don’t arise from the process of implementation. But the truth is, adapting to situations can’t be forced. So there is a fear leader’s nurture in general. Leaders know they have to deal with resistance and tension, they know there are risks involved, they are also aware the change sometimes doesn’t meet expectations. They fear redundancy and sometimes competition from other entities. There is also the time factor; how fast can they meet up with deadlines such that they aren’t rendered irrelevant in the market? How well can leaders motivate and employ employees to achieve goals? Another scenario is relocating an office. Truly, growth comes with many benefits, such as new facilities, a conducive working environment offering more convenience, new tools, and services. We must consider cases where some employees have to commute longer distances in reaching their destination. How well will they adapt to the change? There is also the fear of incompetence. Habits are difficult to change; it may take longer than expected for employees to pick up soft skills. This type of fear also resonates with both employees and their employers. Without trying to discourage change and its benefits, all of these make up a bulk of the reasons adaptability can be somewhat strenuous in the work place.