Instead, emphasis should be placed on what employees can gain. It’s not replacing, it’s enhancingĭigital technologies shouldn’t be presented as tools that take something away. ![]() To increase appeal among employees, what digital transformation needs is good old-fashioned PR. Going digital is necessary, but organizations face a sturdy wall of resistance. Instead of belittling the issue, management needs to give digital transformation’s bad reputation the attention it deserves. Walking on eggshells or pretending the problem doesn’t exist won’t stop it from serving as a huge roadblock in every organization’s way. Time and time again we see a clash: on the one hand going digital is of immense value and even necessary, and on the other hand organizations face a sturdy wall of resistance. When it comes to digital transformation, a study commissioned by Microsoft revealed that 61% of employees were anxious about the introduction of new technologies. According to the Harvard Business Review people are prone to resist change for reasons ranging from fear of loss of control to fears about competence. When it comes to employees, the greatest impediment by far is finding a way to overcome fear. ![]() How do you propel such a drastic change forward without stepping on too many toes? ![]() People don’t like change, so in addition to addressing financial and strategic concerns, businesses must also consider the human factor. However, this transformation is laden with challenges. Organizations ranging from multinationals to small locals are all looking to revamp their businesses to suit the modern world.
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