The battle for digital transformation is ongoing. Corporations are trying new ways to stay current and tech savvy in order serve customers better. Reforms appear to be fruitful. According to the SAP research, around 70% of corporate executives claimed that their initiatives had a substantial or transformative impact on customer satisfaction. But there are several challenges in the battle to stay current and tech-savvy. In a recent IFS poll, the top three obstacles to digital transformation were identified as security worries, legal restrictions, and a lack of standard practices. Aversion to change was also included. Therefore, employees frequently oppose change, even though they can understand how the technology will benefit the company in the long term and how it and how it resolves disputes they may have with current systems and processes. So what can managers do to help alleviate the resistance to change?
Tips for Managers to Avoid Employee Resistance to Change
1. Switch to learning mode, and encourage employees to do the same
Being in a mode of learning involves being receptive to new knowledge and concepts, both of which are essential to the process of digital transformation.
2. Offer training to boost confidence and beta roll out to minimize risk
When employees are uncertain about new digital procedures, it's important to listen and ensure that train them and find out if there is any training need. A good idea is to beta launch your change internally to a group of “friendlies” before launching to “prime time”. This will boost confidence in the new process and allows you to iron out any kinks before they become issues.
The benefits of digital transformation are numerous and wide-ranging, but to make the case for this innovative approach in your company's culture you need a strategy that engages every level - from top executives down through middle management who have input on how their teams operate day to day; then onto lower rank employees like IT specialists whose skills can help sell it internally too! A collaborative effort may be exactly what we're looking out here: one where all leaders take ownership over bringing about change together
4. Look at the bigger picture
Employees need to feel that they are working towards something larger. They need to feel like they are part of a team that is working together towards a common goal. When employees feel this way, they are more likely to be engaged and productive. Help them see how their individual work contributes to the company's overall goals and objectives.
5. Be Transparent
Open and honest communication is key to managing change. When employees feel like their voices are heard and they trust your clear direction, they become more motivated for the task at hand. Keeping everyone in the loop by using different types of communication like email updates/receipts; internal social media posts (e.g., on company website); presentations given throughout organization about new policies/procedures upcoming changes etc.; newsletters sent out periodically with timely information regarding developments within business, etc. will help keep the team informed of progress while also address any opposition to the change before it has the ability to become widespread in an organization.
Addressing change and keeping motivation and morale high during a transformation can be difficult but with the tips above, you should be well on your way to managing your team through the change. What do you think about these tips? Are there any others that you would add? Let us know in the comments below.