To get started in the best way possible, be transparent about the value of the changes coming around the corner and recognize the importance of each employee. 69% of employees say they would work harder if they were better appreciated by management.
But employee expectations don’t necessarily match how management views its performance. Nearly 3 out of 4 executives feel they are being “very transparent” with regard to remote working policies, but fewer than half of the employees in a 10,000-person white-collar worker survey agree.
Finding common ground and implementing new processes and technologies can be a challenge. One way to deal with this is to use change management exercises: break the ice by listening to employees’ concerns and help them ease into changes; make sure the team understands the company’s goals and why changes are necessary.
It’s important to remember - implementing change is difficult for everyone involved, both executives and employees. Creating a digital workplace, however, is worth it.
Change makes people anxious. It can even make them angry, cause them to fall into depression, or develop unwarranted fear over job security. The Kübler Ross model of the grief cycle is applicable here. Some argue that, rather than 5, there are 7 stages of change resistance. Take for example:
Immobilization. Immobilized employees can’t concentrate, can’t plan, and can’t work at a high level. To help them, repeat information about upcoming changes and why they’re good. Use different media — email, video chats, etc. — and get their input.
Exploration. By the time immobilized employees have made it to the Exploration stage, they’ve become positive-minded and curious, and they routinely ask questions about their place in the change. Make sure you recognize how far they’ve come, continue to put a fine point on changes, and openly announce learning and development plans.
Whatever the precise nature of employee response to change, remember to empathize with their concerns and help them understand step-by-step what will be expected of them.
More than 75% of respondents affirm that legacy applications are hindering their organization’s digital transformation initiatives. 91% of respondents agree or strongly agree that updating apps and interfaces is key to workplace flexibility.
The intelligent use of automation and machine learning is key to continued business success as well.
There’s a cybersecurity dimension to this too. The average cost of downtime from a cyberattack is $84,650 per hour. Intelligent automation can usually detect threats more quickly and efficiently than human monitoring can. Plus, automation frees people up to do the tasks that require human intelligence and interpretation that machines just can’t imitate.
The key is that your digital workplace works for everyone. Sticking with legacy applications today may hinder that. To determine the best solution for your business, a workplace consulting expert or IT consultant can help.
Getting ahead with cyber security can pay big dividends. Start with cybersecurity best practices. Evading phishing and ransomware is important and are helped by:
The stubborn myth that remote work cuts productivity persists. And decreasing productivity can be disastrous for a company.
But as business leaders have discovered, remote workers are as productive – sometimes more so – as a traditional office-based workforce. The key is to have the processes, tools, automation and policies in place to manage how your company works.
Maintaining employee engagement is important. Try: