Focus on Five Elements that Drive Workforce Transformation

Traditional approaches to operational tasks and roles is a fast-track way for businesses to overlook opportunities and be counterproductive. Businesses are realizing this, especially since the COVID-19 pandemic drastically altered the way we work. Companies that haven’t already made some progress towards workforce transformation run the danger of losing skilled technical workers. Bring-Your-Own-Device (BYOD) possibilities, and workplace flexibility to work anywhere, at any time, because of the convergence of mobile devices, widely available internet, and cloud-based services are some of the effective workplace transformation initiatives combine technology and culture.

Technology alone cannot change an organization on its own, but any change can be successful if it is driven by a sense of purpose, a desire for transformation, and an emphasis on people. Digital transformation in a business does not happen quickly. It necessitates a carefully considered, multi-phase strategy that may take a few weeks to several months. So, when planning for your workforce transformation, note the five pillars that need investment to propel forward through necessary and effective change.

Technology

There are a hundred- and one-ways technology can impact a business. Issues around collaboration, communication, job execution, and performance are among the top reasons why businesses get started with workforce transformation.

• Investigate ways technology can improve collaboration and communication.
• Solutions can increase productivity and individual autonomy and time for upskilling and development.
• Give employees tools to independently solve problems using self-service apps (for example chatbots to find relevant policies or employee information).
• Leverage cloud-based applications tools to enable people to work effectively and securely from anywhere.
• Review existing technology to determine what is under-utilized, outdated, or redundant.

Communication

Today’s employees want their voices to be heard. Intelligent, collaborative workplace management tools enable employees to connect and cooperate through a framework for process orchestration. content-sharing functionalities.

• Keep employees informed about the company’s digital transformation and business initiatives.
• Energize communication through both top-down and bottom-up channels that encourages transparency and input of ideas. For example, one quick employee survey will give business leaders good insight into how the workforce is preparing for or adjusting to change.
• Drive employee engagement, productivity, and experience with every company initiative that affects the way people currently work.
• Create, maintain, and provide access to internal communication policies.

Management

Companies should outline who to communicate with and decide how to provide information about change before announcing the decision. Be prepared for questions and concerns and explain the transition objectively. Communication with employees must remain open and constant. Reference best practices to help you deploy quickly and drive adoption.

• Poll employees at intervals and analyze feedback to address issues.
• There should be an active approach in using data and analytics to determine usage of tools and productivity rates.
• Better understand employees and their workflows. The more knowledge gained in how people and teams work, the more management can evaluate job performance and identify development opportunities in the workplace.
• Recruitment processes are evolving by using AI capabilities to attract top talent and using automated online tools to screen and shortlist potential candidates.

Psychology

Engender the need for change. Transformation is a continuous process. It’s also not about reducing expenses to boost profitability. All this needs to be explained to the workforce so they understand that making significant, systemic changes are necessary to promote long-term, sustainable growth while realizing returns across finance, operations, and human resources.

• Identify real-life scenarios that builds the change for change and explain how it will impact different people and groups. For example, transitioning to a paperless office with digital solutions can illustrate how easy employees can access documents, co-author, send, and store documents compared to managing the process manually.
• Find the right people to be champions for the initiative.
• To overcome resistance, invite individuals and teams to be part of the implementation and be part of the success.
• Offer skills training and development, so employees can prepare and take advantage of the new opportunities they are expected to face.

Organizational Behavior

An organizational culture that fosters a growth mindset, ongoing learning and development help leaders execute strategies with great results. It is important to get the message out, but not through sending a company-wide email. Workforce transformation means explaining and reinforcing the company’s message through multiple channels to explain why change came about, how it affects work, and what support is in place.

• Leaders need to model new behaviors and be a voice for sharing key messages.
• Keep employees informed on milestones about transformation initiatives.
• Assess current leadership competencies to ensure leaders have the right skills to drive transformation.
• Identify the competencies needed and design leadership development programs to build new capabilities.

There will be clear indicators that employees are having trouble implementing the plan, including declining financial performance, unsuccessful initiatives, and talent churn. Regular checkpoints make sure you have time to change your course and deal with problems before they become serious.

Facing the Facts

Organizations are facing a generational workforce transformation with people being retrained to do new things, in new ways, to produce new and better outcomes. Ultimately, people are the catalyst driving transformation. With the right approach, organizations will be in a better position to ensure they are focusing on important people-related issues that link to success.

KRIS Document Management System (DMS) can seamlessly help your organization transition to a digital platform to unlock operational value. Workplace transformations do not entail the painful reduction of employees, nor does it mean chaotic disruption. A document management solution takes on repetitive tasks while the workforce skills up to do the cognitive, and more challenging tasks that lead to more rewarding jobs.