Change, my friend, is not loved by many. A majority of people like to follow a fixed routine with the insertion of an adventurous day here and there. Though, a constant focus on making a change day in and day out is ought to be coupled by a room full of disagreements.
And when it comes to a technological change, the factors of not getting there yet are bound to be more than apparent.
Looking at this behaviour to change, let’s test the things which make digital transformations ‘unworkable’ or slip onto the failing side.
I. The Fill-Up My Year-Book Obsession
Just like the back-to-back downpour of viral re-shares on social media, companies view change as a ‘Run fast before the next thing takes over’ model.
They create an annual airtight plan post elaborate discussions, leaving no room for flexibility. The woeful editing of people’s reception towards change makes this transformative plan a failed mandate even before its starting phase.
Also known as the waterfall approach; wherein company heads design a linear process with no scope for changes leads to a plan with hardly any breathing outlet.
When in fact, this is how companies should think of digital change…
Sprint like Usain Bolt, & plan the next leg after finishing the first
To build change, focus is paramount; and this focus stays when planning is done in short phases. The excitement to execute one thing at a time makes employees stay interested, instead of standing as obstacles to change.
Digital transformations fail when long-term waterfall plans are designed, which act like chambers with no oxygen.
II. The failure to regard one’s phase/level
Just like human development, companies or enterprises stand at different levels of development. Bringing in irreplaceable plans and mindsets doesn’t help to revamp a company digitally.
Also, failure in understanding an enterprise’s need of the hour in terms of company budget and employee behaviour makes the digital incorporation impossible.
What’s needed instead is…
Organizations which are smart in understanding what ‘digital’ means to them.
This is a high-value requirement, as knowing one’s future goal is the only way to utilise all the benefits digital can add to one’s workspace, which is a great step in retaining the motivation of employees.
III. The exhaustive planning hours
Shedding outdated or old forms of working, and adopting new tech takes time. Add to that a foolproof linear plan- we have a long list of complaints.
Also, usually, digital transformations are driven by complex ERPs which take a longer time to implement due to the high tech knowledge to begin the full process.
How can we handle this?
By concentrating on the role of IT.
Theirs is one department whose role has changed tremendously. Started in the role of maintainers, they are now ‘required’ to be the drivers of digital change.
Apart from the above-stated reasons, digital change demands a huge investment on time, along with high expenditure and cost. The way an employee has to make changes to his/her traditional working ways also leads to a loss of motivation after consequent phases.
The best solution would have to be a platform which can be built from scratch with the most simple interface to build, test and use.
That’s where Grid comes into play- easing the lives of companies by incorporating digital facets without using a single piece of code. The simple to use worksheet system merges the strengths of technology while retaining the traditional feel of a workspace.
Whenever you are planning a digital transformation, do keep these quick tips in mind for a step-by-step success for your enterprise:
· Focus on taking baby steps. You don’t need to become a digital tech giant in a day
· Delete thoughts like “What if I get it wrong”, or “Is this even going to give me any benefits?”
· Forget thinking about “How will I survive the competition if I cannot make it?”- Compete with yourself and the phase of your own workforce and company when thinking of digital change.
· Try to merge the ideas of using technology with your company’s growth strategy, instead of setting the two as individual identities.
· Keep the trust alive to understand the benefits involved when thinking of digital change.
· View digital change as a continuum, not as a one-time process.
· Understand your need & the reason for the digital change; is it to improve:
a. Customer experience
b. Operational agility
c. Culture and leadership
d. Workforce enablement
e. Digital technology integration
Just like companies don’t become unicorns overnight, in the same way, digital transformations take patience and focus on the right areas.
For more information on the best ways to incorporate digital change, reach out to us on here.