Imagine that you are the CEO, or a C-suite level manager, of an organization you desire to establish or work in (it’s great if you already are the top boss of your organization). Now, do you think your employees are happy whenever there is the introduction of a new technology?
You think they are? Think again … More often than not, most employees are not excited about any introduction of new technology, even if the introduction is made to lessen their workload and give them the time and space to do more productive work.
Implementation of new technology means that the employees need to unlearn a majority of the facets of their previous work process and dedicate a substantial chunk of time in learning the new aspects of their job description even if for the initial few days.
Even as organizations, irrespective of their size or sector they are in, are increasingly looking to upgrade their technology, employees are having a hard time keeping up with the change. To make the matter worse, employees think that any implementation of new technology is done for the management’s profits and they also feel threatened by the introduction of new technologies as they believe the sophisticated technology may replace them and many of their coworkers.
So the main responsibility is on organizations to make their employees feel comfortable whilst implementing and learning new technologies implemented in their system.
Here is how organizations can get their employees to accept new technologies:
1. Get them involved in the decision-making process
The first thing the management can do is to get the employees involved in the decision-making process. Employees can better tell what they can do from their end to easily transition to the new technology. This will result in commitment, job satisfaction, increased morale, and improved productivity.
2. Select a team of proactive members and let them lead by example
The second step that a company can take is to select a team of its most proactive employees and teach them all about the new technologies. They can genuinely advocate for the change and
3. Focusing on the benefits of employees
Focusing on the benefits of the employees will provide them with the incentive to learn the newly-implemented technologies fast. Management of an organization can make it easier for employees to easily understand the newly-implemented technologies.
4. Develop a system of collaborative communication
Management can develop a system of collaborative communication that can enable the employees to be a part of the change. Employees must feel like that they are the part of the change and not that the change is enforced on them. In such a case, their motivation and loyalty towards their work will increase and they will have no hesitation to adapt to the change.
5. Take feedback from employees
Management can develop a system by which employees can feel free to give their feedback uninhibitedly. They can share their concerns, perceptions, and experiences with the management on the new technology.
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