How To Get The Best From Technology In The Workplace

How To Get The Best From Technology In The Workplace 500 333 Balance Point Team

technology in the workplaceTechnology has a huge impact on businesses in today’s society. There is little need for pen and paper, when there is software that can help improve most processes.

There’s an ongoing conversation in every industry about the advances in technology and how they can improve a business.

While these advancements might be helpful, or even necessary, the transition to new technology can be scary for employees. Often times, employees are complacent with what they’ve been using and although they run into issues, they’d rather stick with what they have than learn a whole new program.

With so many tools in today’s marketplace, it’s easy to catch a bad case of Shiny Object Syndrome. Some companies just want the flashiest tools available to feel like they are on-trend and keeping up with the competition. But if it’s not a good fit for your company, there will be some pushback from employees. Through no fault of the tools themselves, employees are often resistant to change and have a hard time adjusting.

The successful adoption of new technology is dependent upon leadership. Here are some ways you can help employees get the best from technology in the workplace.

Choose Your Tech Tools Wisely

You might think that employees have a hard time adjusting during the training period after you’ve chosen your tools. However, sometimes it’s really the tool itself that might be the issue. It’s important that you carefully select the tools you’re bringing into the workplace.

Keeping your team’s interest in mind during the decision making process will help you select the tools that are right for your organization.

Here are some things to keep in mind:

What problems are you looking to solve?

Identify what issues your employees are having. What kinds of problems would they like solved and would that increase their productivity? Talk to people in all different departments to get an idea of what they’re struggling with. Gathering this information will help once you are read to  research the new tools.

What value does the tool provide for what you are trying to accomplish?

You’re not going to bring in new software or technology that serves no purpose to you and your team. Evaluate the benefits the tool provides. Be sure to confirm what kinds of added benefits will affect your team. Use this as a selling point later on.

Expect a  Learning Curve

What’s the training period going to entail? How much productivity will be lost while adapting to the new tools? It’s important to understand what additional resources you’ll need during this period.

It doesn’t mean technology that requires a lot of training should be avoided. Understanding what’s involved with the training process, however, will help with your roll-out strategy and preparation.

You can also manage expectations for everyone to help better the experience. If everyone knows that it will take a few weeks of getting used to, and they’ll be spending a certain amount of hours learning something new, then they will be less frustrated compared to having expectations that they would be experts on Day 2.

There’s also an opportunity here for you to turn this into a great employee engagement opportunity. You can praise team members for what a great job they are doing and how smart/strong/patient they are in order to go through this successfully.

Create A Plan

Create a plan to roll out the new software. Your plan might vary based on the kind of technology you’ve chosen and who is involved. However, here are some things you can consider when planning the transition:

  • When will the change take place? It’s a good idea to give your employees ample notice. Set up a timeline so your team knows what expect and how long it’ll take to complete the implementation process.
  • Training Opportunities. Let employees know what’s to be expected while transitioning to your new tool. It might make sense to have each department go through their own training program or maybe grouping employees together.
  • Incentives. Plan to make training fun and include incentives as part of the overall training and transition program. This will help employees focus their attention on the task at hand, as well as reward them for their efforts.

Follow Up On Training

Don’t depend on one round of training to contribute to a successful transition. It’s important to follow up with employees multiple times during this transition to see how the training worked. Once everyone has gotten comfortable with basic implementation, they will likely have additional questions with different perspectives since they have started using the new tools.

Also keep in mind that everyone learns differently. It’s a good idea to identify which employees had trouble with the training and comprehension, and discuss how you can make the process easier for them.

Following up and getting feedback will also allow you to spot any concerns early on and streamline the process for when new employees come on board.

Get The Best From Your Employees

New technology can certainly give employees a scare. If you really want to get the best out of your employees during this time, take these suggestions into consideration. Take time to identify pain points from within the workplace and discuss long term goals for the company.

New tools can help to create a more productive workplace environment, however if you don’t do the research you’ll waste time and money on an unsuccessful tool.

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