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5 Tips for Managing the Changes of Digital Transformation

Today’s business leaders are focused on digital transformation. What they often fail to consider is how much transformations like these alter the very essence of their organization. In some instances, a company might modify its entire business offering after going through a successful transformation. This may require a complete realignment of how you approach the market, how you use technology, how you engage your customers and how your employees see their roles as well as the business as a whole.

At the end of the day, change is about speed. It’s about competitiveness. It’s about innovation. To be successful in today’s digital environment, organizations must be agile and ever-evolving. The problem is, change isn’t always easy – especially when it comes to people. Getting your employees on board requires strong, deliberate leadership. This is where change management comes into play. To follow are five truths that change leaders must embrace in order to be successful.

Start with a vision.

You cannot drive change unless and until you have a clear and accurate picture of what you’re trying to achieve. When you develop a vision of the end-state, it becomes easier to understand the ‘why’ of what you’re doing, and when you can get others to appreciate this ‘why,’ you’ll get buy-in. Just be careful not to be too rigid with your vision. Make sure you leave room for adjustments along the way. 

Involve the stakeholders.

Remember, change management is really about people, and these people will either resist or embrace the proposed changes. To mitigate detractors and maximize drivers, identify who will be most affected by the changes you are proposing and then get them involved in the process as early as possible. If you can make them feel a sense of control over what’s happening, they’re more likely to become advocates for your cause.

Listen.

The nature of digital transformation is that it is fluid. You will inevitably reach points at which you must pivot in order to progress. There may also be a number of tradeoffs or roadblocks you haven’t yet considered. Listening to those most closely affected can provide insight as to what courses may need to be corrected. Additionally, giving people a voice can help get them on board. Invite people to share their questions, concerns and feedback.

Communicate, communicate, communicate.

Having a clear vision of your digital transformation won’t do much good unless you share that vision with everyone else. Being honest, forthcoming and transparent right from the start can do wonders for overcoming employees’ fear of change. Use as many tools as are available to you, from email and newsletters to intranet sites, videoconferencing, town halls and more. Do everything you can to instill that vision in your employees.

Learn as you go.

The fifth rule for change leaders is to recognize that as you push forward toward your goal, new and unexpected challenges can and will arise. Your success in achieving digital transformation will depend largely on your ability to adjust to those challenges. Be prepared to regularly reevaluate to make sure you’re still on the right track and course-correct as needed. Being agile is what will ultimately get you to your end game.

Of course, having the right tools in your corner can also help make managing change easier. Ayehu supports digital transformation through seamless integrations, rapid adoption and even faster time-to-value. Click here to take Ayehu for a test drive for 30 days.  

eBook: 10 time consuming tasks you should automate

Adopting Intelligent Automation: Managing Resistance to Change

Intelligent automation offers a variety of benefits to organizations, including improved efficiency, enhanced productivity, greater accuracy and output and an overall cost savings. For companies that have yet to employ this technology, however, the biggest hurdle to overcome in doing so is often resistance from employees. For some, this contention comes from fear of becoming obsolete, while others simply don’t like change. Whatever the reason, having the right strategy in place can help make adopting automation a smooth, painless and positive experience for everyone.

Change Management is About People

On the surface, managing change while implementing a technological advancement such as intelligent automation may seem to be all about the systems and processes being automated. In reality, however, change management is about understanding the fears, needs and desires of your company’s most valuable asset: your people. By addressing the human side of change, you can overcome the roadblocks and obstacles in your way and effectively change the outlook of even the strongest opposition.

Generally speaking, people tend to fall into 3 distinct
categories when it comes to adopting something new:

  • Those who vehemently oppose the proposed change
  • Those who are tentative about change
  • Those who are change champions

When planning your intelligent automation project, your strategy should incorporate the appropriate actions to address those individuals who fall into the first two categories. The ultimate goal is to change how your employees view the new technology being rolled out so that the process becomes a positive initiative that is driven forward by support rather than bogged down by resistance. That said, here are some proven best practices for effectively managing change in the workplace.

Conduct a readiness assessment. This can be done a number of ways, from holding focus groups to conducting a survey amongst all users. The purpose of a needs assessment is to identify the risks, benefits and potential obstacles that you may encounter when rolling out your intelligent automation initiative. It can also be helpful in determining areas of greatest resistance as well as the reasons behind the contention. Remember the old adage, you can’t fix what you don’t know is broken.

Sell the benefits. People aren’t going to jump on your intelligent automation bandwagon unless and until you’ve convinced them that it’s worth their while. They want to know what’s in it for them. Address this by identifying, documenting, communicating and reiterating the specific benefits that adopting automation will have for each individual and team.

Make communication a priority. One of the biggest reasons people resist change is because they don’t understand what is being done or why it’s happening. This lack of knowledge naturally breeds fear, which can derail your intelligent automation initiative. To avoid this, keep the lines of communication open and make sure everyone knows not just what the big picture is, but also their important role in contributing to that big picture goal.

Lead by example. Leadership at every level and in every department should be on-board with adoption of intelligent automation. Excitement and positivity can be very powerful tools in effecting change across an organization. Make sure you have complete buy-in from all executives prior to launch and that they understand the importance of solidarity across the board.

Identify and leverage change champions. These are the individuals who are most excited about the adoption of intelligent automation and the many benefits it will provide. By identifying these key employees, you can begin to leverage them to influence their peers who may be feeling a bit less enthusiastic about the proposed change. These individuals can help bridge the gap between front-line employees and management and become a voice for those directly impacted by change.

Intelligent automation can dramatically improve your organization’s overall performance, but rolling out such an initiative can rarely be achieved without some type of resistance. By taking a proactive approach and developing and implementing an effective change management strategy, the experience will be much more positive for everyone involved.

Nervous about how your intelligent automation project will be received by your employees? Ayehu is designed for fast and seamless implementation, so you can focus your efforts on what’s most important: investing in the happiness of your employees. Experience it for yourself by clicking here.

 

 

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IT Process Automation Implementation: Managing Resistance to Change

IT Process Automation Implementation: Managing Resistance to ChangeIT process automation offers a variety of significant benefits to organizations, including improved efficiency, enhanced productivity, greater accuracy and output and an overall cost savings. For companies that have yet to employ this technology, however, the biggest hurdle to overcome in doing so is often resistance from employees. For some, this contention comes from fear of becoming obsolete, while others simply don’t like change. Whatever the reason, having the right strategy in place can help make rolling out ITPA a smooth, painless and positive experience for everyone.

Change Management is About People

On the surface, managing change while implementing a technological advancement such as IT process automation may seem to be all about the systems and processes being automated. In reality, however, change management is about understanding the fears, needs and desires of your company’s most valuable asset: your people. By addressing the human side of change, you can overcome the roadblocks and obstacles in your way and effectively change the outlook of even the strongest opposition.

Generally speaking, people tend to fall into 3 distinct categories when it comes to adopting something new:

  • Those who vehemently oppose the proposed change
  • Those who are tentative about change
  • Those who are change champions

When planning your IT process automation project, your strategy should incorporate the appropriate actions to address those individuals who fall into the first two categories. The ultimate goal is to change how your employees view the new technology being rolled out so that the process becomes a positive initiative that is driven forward by support rather than bogged down by resistance. That said, here are some proven best practices for effectively managing change in the workplace.

Conduct a readiness assessment. This can be done a number of ways, from holding focus groups to conducting a survey amongst all users. The purpose of a needs assessment is to identify the risks, benefits and potential obstacles that you may encounter when rolling out your IT process automation project. It can also be helpful in determining areas of greatest resistance as well as the reasons behind the contention. Remember the old adage, you can’t fix what you don’t know is broken.

Sell the benefits. People aren’t going to jump on your ITPA bandwagon unless and until you’ve convinced them that it’s worth their while. They want to know what’s in it for them. Address this by identifying, documenting, communicating and reiterating the specific benefits that adopting automation will have for each individual and team.

Make communication a priority. One of the biggest reasons people resist change is because they don’t understand what is being done or why it’s happening. This lack of knowledge naturally breeds fear, which can derail your IT process automation initiative. To avoid this, keep the lines of communication open and make sure everyone knows not just what the big picture is, but also their important role in contributing to that big picture goal.

Lead by example. Leadership at every level and in every department should be on-board with the proposed IT process automation project. Excitement and positivity can be very powerful tools in effecting change across an organization. Make sure you have complete buy-in from all executives prior to launching your project and that they understand the importance of solidarity across the board.

Identify and leverage change champions. These are the individuals who are most excited about the adoption of IT process automation and the many benefits it will provide. By identifying these key employees, you can begin to leverage them to influence their peers who may be feeling a bit less enthusiastic about the proposed change. These individuals can help bridge the gap between front-line employees and management and become a voice for those directly impacted by change.

IT process automation can dramatically improve your organization’s overall performance, but rolling out such an initiative can rarely be achieved without some type of resistance. By taking a proactive approach and developing and implementing an effective change management strategy, the experience will be much more positive for everyone involved.

Nervous about how your ITPA project will be received by your employees? The eyeShare product is designed for fast and seamless implementation, so you can focus your efforts on what’s most important: investing in the happiness of your employees.

Give it a try today with a free 30 day trial.





eBook: 10 time consuming tasks you should automate