Cost-effectiveness, management restructure, generational change. These are just some of the ways in which organizations would be considering ways to manage software change. While software change can help a company to remain competitive, they also result in profound changes to organizational structure and software adoption. Helping your employees overcome the anxiety that comes along with such changes can be very challenging. Here’s how to combat 3 mistakes commonly made in the change management process.
Not communicating with your employees why they need to change
Communication is essential when it comes to taking your employees through a software change. People get comfortable with what they know and expect that If a process they manage is going well, then why does a perfectly reasonable process need to change? Communicate with your team early in the Digital Transformation process and cover all the benefits the new software will deliver to them. Will the software cut a process in half? Will the software ease a dreaded everyday task? you have to tell them. The best thing to remember is, if employees don’t see the benefits of change they won’t change and If change is badly managed employees won’t like it.
Not listening to your employees
It doesn’t really need to be said, but change is unsettling. If you don’t address concerns and ease anxiety early, Change can negatively impact your workplace and unsettle your employees. Sometimes employees will directly express their concerns to you. But often, conversations will float around the workplace and lead to a widespread of anxiety across your organization. Always demonstrate your genuine concern to your employees and show empathy for their situation. Take time to watch and listen to the pulse of your organization and open the lines of communication between management and employees. Talk openly and regularly about what you know, and encourage input. Show you truly care about your people’s welfare by understanding their concerns and by doing whatever you can to help them.
Not helping your employees get there
If you have the opportunity and the resources, make time available to your employees to learn new skills. Give them an opportunity to prepare for change with more skills or experience. Preparation and training can help them come to terms with a new system, and ultimately increase their chances of adopting it. If your employees are communicating to you where they need skills development, you will be able to leave them to do what they are being paid to do without worrying that they may not be completing a process correctly.
While change can sometimes be unpredictable, you need to work hard to change an organization successfully. When you plan carefully and build the proper foundation, implementing change can be much easier, and you’ll massively improve your chances of success.
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