In the current context, maintaining an organization up-to-date with the changes brought by new technologies involves a constant and sustainable work, that will never end. These changes have redefined the way business and labor market work and became a necessity for the society’s progress. Also, the evolution of technology in helping companies grow faster and deliver better services to their clients. Equally, organizations are forced to devise a strategy to help them keep up with the times so as to remain in the market, face competition, and new requirements of their business partners.
At their turn, employees play a significant role in this mechanism of an organization’s adaptation to new technologies. In general, people prefer to have a constancy in the way they do things. That means less stress, less hassle, and predictability that brings them comfort. However, this relaxation can lead to routine and self-limiting, and it’s dangerous not only for the employees’ careers but also for the whole company, which may remain behind. Adapting employees to innovation does not come overnight but is a complex task, and the first step that leaders need to do is to promote the benefits of change among staff.
Change Must Start With People
First, the leaders of an organization should be aware that employees working in departments such as production or direct sales could not understand too well the importance of launching a new application at an enterprise level. On the contrary, they might feel overwhelmed by the need to learn how to use a digital system, without realizing that it will make their work easier, helping them to perform faster some tasks. However, if its importance is being presented to them in the context of organizational change so that they would understand the whole mechanism which transformed them in a business necessity, employees will be more open to new things and challenges.
Do not forget that the power of example can motivate employees more than they other things can do. For example, if leaders do not get involved in promoting adaptation to new technologies, there is a risk to have disappointed and frustrated employees, especially if we talk about those older ones, who might feel overwhelmed by the situation. Change must start from the top, but that does not mean that leaders must directly deliver it to employees as a common task, and let them do what they can. Instead, leaders should build a culture of change, learning, and growth, promoting it as a beneficial direction both at and individual and organizational level.
Risks – Why Is It Important Not to Remain Behind
The times when reports were stored inside archive rooms, on shelves, in files and put in cabinets are gone. Not only that they occupied a lot of space, but they were at risked to easily deteriorate or be lost forever since they were stored on a physical material. Today, computer systems allow storing an impressive amount of data, and the space limit is no longer a problem. Information is stored on databases, servers or cloud, it is secured and can be accessed by people in various places around the globe, which is a significant advantage, especially when talking about multinationals with subsidiaries in several countries.
Increasingly more people around the world have access to the Internet, and this made the organizations feel the need to be present in the online environment, on social networks or promoting themselves on websites. The reluctance of companies to new technologies, refusing to introduce last generation systems, being absent from the online environment can make a company no longer align with the times we live in, unable to meet the market demands or make it non-visible to potential customers. If it is not up to the standards to which competition operates, an organization can lose business opportunities and partners, risking to remain isolated or even disappear.
BIA HR TEAM