Digital transformation and change management in 5 steps: How to prepare your employees


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The prophets of digitization are not tired of propagating the paradise of the new world of work. But this is ineffective theoretical propaganda for many employees, which rather strengthens the skepticism of digitization. This article shows how employees can be prepared for the work environment 4.0 and fears can be reduced.

Digital Transformation and Change Management in 5 Steps: How to Prepare Your Employees Digital Transformation and Change Management in 5 Steps: How to Prepare Your Employees

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Here writes for you: Marco De Micheli is Publishing Director of the PRAXIUM Fachverlag in Zurich and book author specialized in Human Resource Management. Profile

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5 Steps: Enter your employees

Overview

The active involvement of employees and the honest signaling of interest in their opinions are particularly important in digitalization.

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Whoever is asked, who can talk, who is involved in changes, feels taken seriously, also takes part in the changes in digitalization in the world of work 4.0, accepts them much more strongly and is more willing to take responsibility for a successful Change process.

1. Clear objectives and background information

Overview

Communication in change projects in general is often incomplete, non-target-oriented, and difficult to understand, especially in digitization processes, because it is often too technological and too flattering.

Trust and confidence are the result. Especially in the field of digitization, explanatory information, reasons for objectives and strategies and an overview of activities are of particular importance

2. Fears and concerns

Overview

Loss of work, the overcoming of flexibility, alienation from work, overloading at the pace of changeover - precisely in the process of digitization uncertainties and fears are manifold.

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Only those who integrate the employees into the process, overcome the fears and concerns of digitization, discuss their suggestions and concerns, and explain the benefits of digitization for them personally can prepare employees for the work environment 4.0.

3. Inclusion of multipliers

Overview

Often, so-called multipliers, also called change agents, can help. These are employees who enjoy a reputation, competence and trust and generally value the changes in digitization.

Change Agent must fulfill high requirements: Beyond the technical acceptance of the employees, to assess professional connections, to deal with conflicts and communicate in a goal-oriented and empathic manner.

4. Perspectives and provide security

Overview

In order to achieve this, there are many concrete possibilities of measures, methods and topics. They range from awareness-raising, awareness-raising and joint initiatives to the use of appropriate new forms of learning:

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  • Workshops on topics from employee surveys
  • HR-initiated and organized roadshows
  • Experiences and stories of those affected
  • Concrete positive and encouraging results
  • Case studies of quality increases of tasks
  • Development of scenarios in the form of stories
  • Awareness of employability
  • Joint elaboration of the training programs
  • Newsletter with Youtube presentations on the working world 4.0
  • Use of new forms of learning, such as e-, mobile- and micro-learning

5. Communication and social skills of managers

Overview

The willingness and willingness of the employees to travel to the workplace 4.0 depends on the nature and scope of the changes. These are often very decisive and profound in the digitization, but also difficult to estimate.

The skepticism of many employees is correspondingly high. However, risks, failures, reorganizations and more should be communicated just as honestly, because openness about problems always contributes to confidence building.


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