Prior to the COVID-19 pandemic, leaders realized that digital transformation was inevitable and made specific plans for the transition. But these plans were not all right. Each business sets its own budget and pace based on the specifics of the industry and the company, and in many cases, the strategy has been a gradual evolution into new tools and modes of operation.
Then came COVID-19. Things had to change. With lockdowns and general social distance measures by local and state governments, office work was no longer possible for thousands businesses. Many companies had to create the conditions and infrastructure for remote work within a few days.
COVID-19 has given companies a huge boost to digital transformation. But since we had this initial impetus, it is important to let's continue to move on. We need to understand the gap between the current efficiency and the capabilities of our companies and where they need to be in the market to remain competitive.
There are six key points that you need to incorporate into your organization / business to maintain your momentum and your digital transformation to continue evolving in the coming years:
1. Let your people embrace change. Although workers in some industries are more concerned than others, Pew Research found that 65% of Americans expect robot and computers are likely to do the work that humans do in the near future. A CNBC / Survey Monkey survey also found that more than a quarter of employees (27 percent) say they are worried that their job will be eliminated by technology the next five years. Threats in this way are not at all good for employee morale or productivity. By providing digital adoption assistance and helping them understand and take ownership of change, you will control fear in your workforce and encourage collaboration instead of worrying.
2. Employee workloads may have changed. Many companies are rethinking their responsibilities and even adjusting their workforce as they look to the future after COVID-19. Therefore, it is important to help them people recognize the role they play and how they contribute to value creation and make sure that workload remains truly balanced despite reassignments.
3. You may need to make upgrades to address talent shortages and skills gaps. Remote strategies and tools often require different skill sets than what employees may demonstrate in the office or traditional structures. You may need to acknowledge that some or even all of your employees are not equipped to help with recovery or accelerate the development. Make sure they have the training and chances they need to thrive in the new environment - instead of assuming they can no longer do the job.
4. Work culture may have changed. Remote work presents new benefits and challenges that can affect your entire corporate atmosphere. As part of your ongoing retention strategy, work deliberately to ensure that people are not afraid to ask questions or challenge existing ideas and that everyone remains committed to similar values and priorities.
5. You need to increase employee involvement. The link between learning, commitment and retention is clear: H Deloitte found that engaged employees are 87% less likely to give up their body. You need to find new ways to ensure that people are happy even when they are not in the office and that they still want to be involved in the company's activities.
6. Your workforce is diverse and interoperable. Leaders believed that managing homogeneous groups would be easier. But the similarities between the members created the bias standards in solving problems. Developing talent flexibility presupposes that interoperable, collaborative teams should be the norm and abandon "silo mentality".
The world is changing and evolving and it is up to us to change with it. To get ahead, instead of letting the pushback overwhelm you or you check, deliberately create a customer-centric culture that allows you to revolve around your needs.
Source of information: entrepreneur.com