Transitioning to a Digital Economy

7 February 2018

According to my previous article, no matter the sector you operate in, there are no more possible excuses for maintaining the old processes in your company. Transformation is vital for success and lack of it could lead to a downward spiral. These changes of processes are transversal and will affect all sectors of the economy. And as we know, for every action there tends to be a reaction, so the above can subsequently easily generate resistance.

It is not about modifying tools or methodologies!

First of all, it is not about modifying tools or methodologies, it’s something deeper. Tools and methodologies are there to help you to “do” the transformation, however the transformation to a new vision comes from other intangible assets.

A transition to a new process and approach usually involves a set of complex interactions and unplanned consequences that can generate a much greater problem than what we initially have, even perhaps in areas that we had not been considered. And this is often because changes affect people and the way they do things.

In general, change involves a process of learning and at the same time unlearning to do something new. Many times we need to forget the way we used to in the past. During this transformation there is usually a temporary drop in productivity, but if managed correctly that can be eliminated sooner rather than later.

This is the reason why it is necessary to have an open minded vision that involves the whole company.

Main keys to consider from the workers’ point of view

  1. Help to understand.

First of all, as mentioned above, it is key to remind ourselves daily that we are working with people. It means that sometimes they could misinterpret what we are trying to achieve, even if we think that it is obvious. This is because in most times we don’t manage the same information. And even so, our personal circumstances could make us look at the situation from a different angle.

For this reason, it is also mandatory to explain the causes that lead us to make this decision. We should try to show the benefits this change could bring to both company and employees.Likewise, whenever possible, we should try to take into account their personal circumstances, in order to try to minimize the impact that this decision may have on them and to facilitate their involvement.

  1. Training.

Secondly, transformation involves a learning process, so we will have to design a training roadmap that will make it easier for all employees to seamlessly blend in and be a part of transition. This roadmap must consider both initial learning and early implementation support, which will help a company to regain previous productivity levels more quickly.

  1. Motivation.

It is also highly recommended that we offer personal support to the workers, in order to ensure that their motivation remains intact or even increases when they see better results that can be achieved thanks to them.

  1. Feedback and learning.

Finally, showing the results obtained during the transformation can help convince and motivate other parts of the company to face the change.. Knowing that the results will be beneficial in the long term for them, we get to reduce the resistances and the associated stress.

Article by Aitor Fernandez

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