Digital Transformation Beyond Technology.
There is no doubt that we are living in the digital age. It seems that new technologies, new solutions, applications and other innovations appear every day, directly affecting people’s daily lives. And most of these new technologies are already fully present in your life. Have you noticed?
In addition to people’s personal lives, technology has definitely entered the business environment, being essential for the growth of companies.
Just remember famous cases like Kodak and Blockbuster, which eventually disappeared in a competition that presented more technological and / or digital solutions.
So, how are companies adapting to these changes, thinking both inwardly and outwardly?
The digital transformation is perhaps one of the most discussed subjects today in the midst of entrepreneurship, being considered even a necessity for the survival of companies in the coming decades.
Processes that used to be extremely plastered today are replaced by others that are more agile and less bureaucratic. All of this contributes enormously not only to the health of the corporation, but also to the quality of the employees’ work.
And if employees are a key part for all companies, it is correct to imagine that the digital transformation process must be taken beyond technology, after all, it is the people who will sustain all the changes within the company. So how do you make the digital transformation successful by looking at people, too?
If employees are not willing to adapt, even the best of technologies will not be able to improve the company’s internal processes. This goes far beyond just training them and teaching them how to use new technologies. Employees need to be engaged and understand the importance of their actions in order to be willing to embrace new challenges.
All of this is mainly due to the corporate culture. A company’s culture is the starting point for everything that happens internally and, taking this into account, we can imagine that it is one of the most important factors for all of them. If it is the culture that will dictate how everything else happens, it is time for companies to look a little more closely at it.
A very effective way to keep employees engaged in the company and its culture is to invest in charming actions. However, another side that leaders may not be thinking about is that actions of enchantment need not be big actions like awards and parties, but small actions in everyday life that help keep employees engaged, motivated and, above all, recognized.
Short weekly meetings – between 30 to 40 minutes -, for example, are simple and effective when it comes to tracking small deliveries and recognizing a job well done on a daily basis. Thus, the employee does not feel that he needs to deliver a super project or a very big feat to feel recognized.
One care that needs to be taken in relation to these meetings, however, is to understand that they do not serve to micromanage employees, but rather serve as support and guidance for them. When we know where we are going and how small actions impact results, work is much more enjoyable.
And, of course, another very important action for the culture of all companies is to maintain a free and open path for feedbacks, regardless of the hierarchical level.
Leaders need to not only make it clear that they are open to listening without negative reprisals, but also to take an active position to build transparent and lasting relationships with their followers.
It is important to make everyone understand that they are in an environment where it is possible to disagree – and to agree! – in a polite way without this negatively impacting relationships.
All of this is also part of the digital transformation! It is not enough to just force new technologies and tools for employees who are not willing to change and adapt for the company. Transformation also passes through people and, it is possible to say, that they are one of the most important parts of it all.
Want to make the total transformation within your company? Start looking inward. Make a brief diagnosis of the company’s climate and culture and see if the environment is favorable and fertile for new changes.
And then, from there, it will be possible to start the transformation with a much more solid and receptive foundation for new processes.
Do you do any daily enchantment actions that you believe will give a lot of results? Share with us in the comments!
