This is one of the most common scenarios SMEs in Taiwan face when implementing digital transformation. The key is not to treat the conflict as an opposition between 'support' and 'resistance,' but rather as an expression of different work experiences and risk awareness. Here are some concrete steps: First, create a space for dissenting voices to be heard, rather than suppressed in meetings. Second, break down the scope of 'digital transformation'—don't change everything at once. Start with the most painful process and let the skeptics see the improvements firsthand. Third, clarify who will lead the effort. Unclear responsibility will amplify people's sense of insecurity. The conflict itself is not the problem; the lack of a transparent communication framework is. Without a place to openly discuss different views, disagreements only accumulate privately and become harder to manage.