In the era of digital transformation, workplaces are undergoing frequent change cycles. Such rapid change can affect productivity and sometimes leave employees disengaged. We discuss how you as HR can address this by:
- Understanding what change management in the workplace involves
- Using the latest tech solutions to ease the change
- Normalizing change through a collaborative approach
In the digital era, change, as they say, is the only constant. According to GartnerOpens a new window , the average organization has witnessed five enterprise changes in the last three years, and over 70% expect this pace to accelerate.
This rapid pace of transformation and new technology implementation can impact employee performance. Skills picked up across careers are suddenly obsolete, and employees must spend time familiarizing themselves with new tools and practices. As a result, productivity suffers and creates a risk of disengagement and demotivation.
To prevent this, it is imperative to have a clearly outlined change management strategy in the workplace. While IT may be responsible for the digital aspect of the process (for example, regularizing updates, maintaining change logs, creating documentation, sticking to timelines), HR plays a significant role in easing the human experience of this transformation.
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What Is Change Management?
Traditionally, change management has been defined as an IT function, during which a technology’s evolution across its lifecycle is mapped and tracked. However, the application of technology now permeates the entire workforce.
Any new software implementation or change in digital infrastructure is likely to have an impact at every level. Gartner found that “change-stressed†employees perform at a 5% lower index Opens a new window than average workers. This means it is imperative that you address the critical “people factor†in technology change.
Change managementOpens a new window in the workplace typically includes the following activities:
- Identifying resistance to digitization and digital transformation, if any
- Alleviating employee concerns through workshops and close collaboration
- Assessing the impact of change on people as well as the company
- Rewiring processes to reduce negative impact, if any
- Regularly reviewing responses to change and adapting accordingly
Several technology solutions are available that assist HR in their change management roles. Given that according to Gartner, 75% of HR leaders are spending more time on change management today compared to three years ago, these solutions can be handy.
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Three Ideas for Applying Technology to Workplace Change Management
By strategically approaching change management, you can significantly cut down the learning curve for employees and prevent anxieties around new technologies. This also translates into shorter time-to-productivity after transformation. Here are three solutions you can use manage digital change in the workplace. Â
1. Incorporate contextual assistance to help employees get started faster
Contextual assistance refers to providing useful and timely information as part of the workflow. By adding a layer of contextual assistance in new applications, employees can learn as they go, navigating the interface more smoothly with fewer queries. In many ways, this is almost like microlearning, where the employee is trained in-the-moment when the lesson is most relevant.
Whatfix Opens a new window is an interesting digital tool in this space. It is a user experience simplification app that provides on-the-job learning for new technology. Whatfix can also be used across devices and requires no coding knowledge. You can measure the training delivered and identify pain points and problem areas.
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2. Use visual analytics to track the impact of change
Managing change in the workplace requires HR to constantly stay on top of schedules, project status, and to-do lists. Additionally, the impact of each task that results from the ongoing transition on the workforce must be measured and analyzed. Visual analytics condenses this detailed information into an easy-to-understand “snapshot.†HR can then examine each layer to further assess where it needs to intervene.
The Change Compass Opens a new window is doing great work in change management analytics, with predicted forecasts, stakeholder-wise impact classification, cross-vertical heatmaps, and project-based evaluations (see Fig. 1).
Fig. 1. The Change Compass’ Business Heat Map
Source: https://www.thechangecompass.com/
3. Offer continuous training for sustainable transformation
Merely completing a digital transformation project on time and getting the technology “live†is not enough. HR must help adoption immediately after the go-live stage, as well as measure usage trends at regular intervals to ensure the technology is actually effective.
Learning suites are available specifically for post-digital transformation workforces: ADOPT for Post Go-LiveOpens a new window is a great example. It covers popular technologies including Workday, SAP, Salesforce, Ultimate Software, and a host of other applications. User adoption can be measured through core analytics, a feedback module is available to measure change readiness, and the “Trails†feature provides in-app support. Most importantly, ADOPT offers continuous training for frequent technology updates/refresh for uninterrupted workplace productivity.
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Normalizing Change for Organizational Success
As digital transformation gathers momentum, organizations across the globe are likely to witness frequent change cycles and possible disruptions. It is essential for HR to have an ongoing change management policy for the workplace instead of approaching it as a one-time activity.
By involving the larger workforce in change decisions, HR can further increase the chances of success. In workplaces where change isn’t a high-level decision but “crowd-sourced†and influenced by the broadest possible employee base, new technology implementation timelines decreased by up to 33%Opens a new window . When HR takes a proactive role in change management, it can mobilize employees to voice their concerns/ideas and create a collaborative atmosphere empowered by the latest technology strategies.
What are some of your methods of managing change in the workplace? Share your insights with us on FacebookOpens a new window , LinkedInOpens a new window , or TwitterOpens a new window . We are always listening!