A recent comment from a digital writer points out that the biggest challenge with employing technology to drive organizational transformation is that technology can change a lot faster than people do. “Science progresses exponentially,” using the example of Moore’s Law, which stipulates that “the number of transistors in dense integrated circuit doubles around every two years.”
According to recent studies on digitization of Software Development Company post-COVID-19, results showed that participants stated their organizations acted 20 to 25% greater than projected for many of these gains. Survey participants said their organizations moved 40 times stronger than they thought possible before the epidemic in the case of remote working. Respondents previously stated that the distance work done during the turmoil would have required more than a year to complete. Today, a feasible solution takes an average of one and a half weeks, and almost any organization can find one in a matter of months.
In a world where many organizations can keep up with technology in new normal times, there are still a few who are much slower than quadratic and surely much slower than technology. So what do you think is the role of technology in managing change?
Table of Content:
- Accelerated development of technology
- Change driving enterprise value
- Tools and Strategies for Change Management
- Implementation of Technology in Management
Accelerated Development of Technology
Today’s digital workplace is most concerned about technology moving more quickly than people’s ability to learn and continue. For enterprises to capitalize on employee demands by learning and predicting the activities needed, machine learning and artificial intelligence (AI) offer them a possibility to take on everyday chores.
However, in addition to developing streamlined procedures, technology needs to be used to manage changes to ensure that employees are notified simultaneously, in real-time, and with appropriate information. The communication/HR team or the CEO’s job to keep employees informed is not only the obligation. Managers and corporate leaders also share news, information, and changes that affect their personnel.
Historically called “cascade communications,” corporations have relied on messages from management to teams that are not just sluggish but efficient like a telephone game. Technology can help here. Any leader across the organization may help get everyone on the same page with a workforce record system, personalizing and targeting specific groups.
The success of any change management program will also be measured by technology. Is there any impact on the workers affected by the change management? What queries do you have? Are they aware of the following steps and willing to take the necessary measures? All this can be measured by the correct technology so that organizations don’t have to conjecture. They know that.
Change Driving Enterprise Value
Corporations are always changing in today’s business climate as they are trying to provide greater value for their customers and stakeholders. These changes are minimal in some circumstances and have few impacts on personnel. In contrast, other times, a large human aspect of change needs to be effectively planned and implemented to guarantee success. “The most effective way to change management is a progressive process with frequent encounters to transform employee behavior and views” The ideal method to design these pieces is with contact points to check in and address comments with your staff.
Face-to-face engagement is often desirable, although it is not possible or feasible, especially for huge enterprises spread in different places. The appropriate technology makes it possible for each individual in a company to experience the contact points needed for navigating through the changing curve no matter where or how they work.
The idea here is to use and change the proper technology for your company. If the technology is difficult, clumsy, and offers a bad user experience, the process of transformation will likely be impeded rather than facilitated. The correct technology should not lead to further resistance or friction but should promote and strengthen the interactions necessary for the process of change.
Tools and Strategies for Change Management
With over 50% failure in change management efforts, companies do not use the proper tools or tactics to aid their employees in understanding and adopting new ideas and practices; particularly in today’s digital workplace, where people live in a crowded place in which competitive priorities are communicated continuously. Extra efforts, facts, and single-size messages make employees feel overburdened and restrict their commitment to conversations about strategic change.
While entrepreneurs invest a lot of time and money in transformation, they lack a chance to include employees through individualized communication.
Employers need to use tailored communication campaigns that utilize numerous delivery channels and give consumer-like experiences to connect to today’s diversified mobile-enabled workers.
The goal will be to personally adapt your tactic through selecting for every employee’s target the most appropriate and effective channels and content without overflowing with irrelevant communication. It can be difficult to determine what works best, and then it is crucial that you take the start and then measure efficiency across portions of the audience.
Business managers now need to master new technologies comfortably and develop with changes such as email or Skype, if required. As technology continues to grow, non-digital solutions to daily enterprises are gradually decreasing, allowing companies to function competitively.
Implementation of Technology in Management
Data analysis is the selection process of useful data for study and decision-making based on the information provided. These analyses are conducted to demonstrate or refute present business assumptions and improve strategic decisions and business performance. The data capacity of a company is thrilling – market dynamics, customer behavior, demography, retail sales, and competitive pricing. In particular, the introduction of OLAP, such as Oracle’s Express Server, has facilitated access to seeing and selecting data to compare with other reports. In addition to other HR processes, each employee’s paycheck records can be accessed and updated using Oracle software.
A prominent example of corporate risk management in which data analysis can be important. Management may minimize duplicated systems and other administrative risk factors, using the correct knowledge and skill, which can drain the bottom line unnoticed. Risk management data systems integrate and analyze specialized data to enable enterprises to acquire information in an attempt to review identified risks and financing. This also helps to detect missed possibilities in workplaces or departments that surpass maintenance expenses.
With more people now working from home offices, it has become more difficult to maintain track of staff than just to look across the adjacent cubicle wall. The management can only expect an exact barometer to gauge the production from remote workers and satellite agencies via the utilization of technology. Time management applications/software are an example of a program used to measure the actual working conditions of the employees and how many hours did they spend on these responsibilities or tasks. They are used to manage attendance and boost online workforce productivity to make them more productive.
Another option is Toggl, an easy to set up and use online time tracking application. It incorporates technologies such as Basecamp in project management and may be handled over the Internet from Anywhere. This application facilitates the reporting of time spent on specific projects or teams of staff. It also supports any operating system, and if the user has to be away from their PCs, there is an app for iPhone and Android users.
Shares options for employees are also accessible in the context of an explanation of particular duties to share their screens with supervisors. Tools like TeamViewer enable supervisors better to monitor their satellite employees’ development and efficiency. Other famous online collaboration methods include:
- Jing Project: sharing of desktop screens and videos that contain narration or information-sharing annotations, a simple computer application that requires a single installation
- Google Drive: an alternative to Excel or Word documents in a central location, for many people to concurrently get
- Dropbox: an easy solution for employees to exchange and keep documents
- Microsoft’s SharePoint: a secure place for practically all devices to store, organize, share and access data
Global competition is a subject for discussion in today’s companies, and those who want to compete for their need to use communication technology in instances in which there is no physical potential. People can now talk to a team of customers from across the world face-to-face in real-time. Managers help maintain contact with faraway workers over the Internet through Skype or other video conference telephones. Instead of using old techniques like email or regular telephone calls, these programs enabled managers to have a more personal interaction with personnel. The chat rooms, chat groups, forums, and Google+ hangouts are also ways to preserve communications between employees.
Communication with teams is a crucial skill for business leaders, whether remotely or in an office. Managers must apply relevant technologies to promote collaboration, optimize productivity, provide the most remarkable results for the organization, and adequately direct staff. In our modern business world, it is evident that only understanding and managing the technologies that contribute to this achievement and identifying potential dangers in this technology can help you lead a firm towards success. Many of these company solutions make adoption more manageable than ever with minimum downtime and ultimately enhance employee productivity through online workshops and FAQs.