What do you do if new technology is negatively affecting employee morale during change management?

First, recognize the critical influence of 'Subjective Norm'. Engage with stakeholders who are passionate about the new technology. Delve into the underlying reasons for employee resistance. Develop a strategic approach with these enthusiastic stakeholders and influencers, who will act as champions of change. Craft brief narratives of success. Celebrate and reward employees who adopt and support the change.

Kommunikation allein reicht oft nicht aus. Durch pers?nliches Hospitieren im Arbeitsumfeld kann man die negativen Effekte authentisch erfassen. Diese direkte Interaktion schafft Vertrauen und Verst?ndnis für die Herausforderungen der Mitarbeitenden im digitalen Wandel. So k?nnen gezielte Ma?nahmen zur Verbesserung der Arbeitsmoral entwickelt werden.

Face aux nouvelles technologies & leurs impacts sur le moral des équipes pendant un grand changement : -Anticiper & insister sur "Pourquoi ces nouvelles technologies" : les raisons, les avantages face aux menaces extérieures. -Former tous les Users pour assurer le Flow (Aptitudes vs Défis) qui stimule l'adhésion, l'implication, la motivation. -Miser sur le feedback continu pour écouter les préoccupations, besoins, attentes & défis. -Impliquer les 'Early Adopters' pour l'enthousiasme, l'ouverture d'esprit, la motivation. -Assurer les Quick-Wins & les contributions positives, pour stimuler la motivation. -Souligner les avantages des technologies pour leur évolution de carrière. -Evaluer la charge de travail pour un dosage judicieux & optimal

I have always found it helpful during times of change and especially around technology to be connected to the employees. They’re the ones that are doing the job day and day out. By being there shoulder shoulder, help them feel less anxious about the change.

There can be many causes in barriers to adoption to technologies during a transformation. Changes in the operational model and introduction of new procedures can also introduce new tech at fast pace. Even transformation is needed in this model. Aligning personnel to this new tech must be done holistically giving context to the big picture (policy, procedures and processes, system functionality, support, training, resources) This seems like a huge undertaking however aligning hundreds, maybe even thousands will need proper planning and management of expectations when it comes to time lines for adoption. Deployment must be at scalable pace to avoid Ubiquitous assimilation, info overload and negative impacts on morale.

One of my best leaders in my career used to say all the time that communication is the root of our success. That statement cannot be more true. When we are transparent and authentic with the people that we work with and who work with us, we form better relationships, and stronger bonds. Nobody has to figure out what our agenda is.

Chances are that someone else out there has already successfully implemented the new processes and technology before you, either in your own organization or elsewhere. Although not all situations are comparable, it often helps to identify those "bright spots" and get your people to learn about and from them. Have someone talk about what went well and what they'd do differently next time, but most importantly, find someone who can report about the positive outcomes the new solution has caused in the workplace every day. If you can't find any "bright spots", try to create them through limited pilots or prototyping. Then review and adapt the learning to your own situation before moving on.

Microlearning in team meetings can be a game changer. Invite your team members taking turns in showing a new hack they learned with the tech. Also, it’s usually NOT about the technology but more about the fear of not being able to keep up and cope with multiple change factors at the same time. Coaching can help as well as constant encouragement to invest in learning and education. And finally you also need to get the best technology. If your tech and process have flaws your team will (rightfully) criticise the change. Data excellence needs to become a daily practice.

To overcome the obstacles of technology change, it is essential to offer comprehensive training programs that cater to different learning styles and proficiency levels. By investing in the development of employees, you not only provide them with the necessary skills and knowledge to thrive but also demonstrate the organization's dedication to their growth within the ever-changing organizational landscape.

Ensure that employees receive comprehensive training and ongoing support to effectively use the new technology. Offer training sessions, workshops, and resources tailored to different learning styles and skill levels to build confidence and competence. Also, regularly conduct check-in clinics to provide people a chance to communicate how they feel about this new technology and draw insights to what can be improved to enhance the user journey through this change.

We are feeling creatures that think, not thinking creatures that feel. This becomes even more evident in a crisis hits us or when things don't go our way. When a new technology negatively impacts our morale, our survival instinct kicks in and we tend to push back. Remind them of the WHY (value that the technology provides) and take care of their emotional and functional needs by providing them adequate support as much as [but as quickly] as possible. Remember just empathy will not cut it! To regain morale, they need to see you follow through on your promises. If employees feel their leader understands them and their feelings, they feel more connected and bounce back faster.

Feedback is a high priority for me. In my work, I hold dedicated, candid, small group feedback sessions with system users. After obtaining the feedback, we have a robust tracking and actioning process. Very importantly, don't forget to close the loop! If you're taking feedback but people don't see the results (even if the result isn't what they hoped), you missing the trust the feedback needs to drive.

Additionally, highlighting the benefits and potential opportunities that the new technology brings can help employees see the bigger picture and feel more invested in the change process.

In the healthcare industry, when change management is causing a decline in morale, two effective strategies can be implemented. First, leadership should prioritize transparent communication, ensuring that all staff understand the reasons for the changes, the expected outcomes, and how these changes will ultimately benefit both the staff and patients. This helps in aligning the team's expectations and mitigating resistance to new policies or procedures. Second, it’s important to provide training and support for the employees affected by the changes. Offering resources to help them adapt to new roles or technologies can alleviate anxiety and build competence, which can help boost morale.

If new technology is negatively affecting employee morale during change management, proactively address concerns through training sessions that build competence and confidence, establish a support system with mentors or tech helpdesks, and actively solicit and respond to feedback to ensure the technology meets the needs and capabilities of all team members.