One of the biggest shifts in the 21st century “world of work” has been the continued advancement of technology and innovation that have impacted everything from recruiting techniques, to background checks, to hiring, and ultimately to the day to day operations of an organization. As business leaders, it’s imperative that we stay on top of each and every change that might be a differentiator in how we achieve success or outlast the competition.
These new technologies and innovations have become the new normal for almost every industry. What this means is that change is inevitable, but it is how that change is handled that can make the difference in future successes. When change is encountered, organizations and their employees are impacted in positive and negative ways. Those that are agile are the ones that will remain a force to be reckoned with. Those that are not may begin see a decline as they go up against the competition.
One of the more critical areas when organizational change is happening is human resources. This vital area, which once was simply thought to be a department that managed the files and on boarding employees, is now recognized as a strategic player that can help deal with a rapidly changing environment and innovation. How HR handles change might very well be reflective of how the organization reacts to change. Any alterations to a an organization can be difficult to handle, but if done in a proactive way, the effects of change can be impactful and drive an organization into an entirely different place with positive gaines.
So what is it that HR can do? First and foremost, they can develop training strategies to bring everyone from management on down into the change “loop”. Trainings provide an understanding of what is to come, and keeps everyone on the same page. HR should also be able to analyze the potential impact of the proposed changes on employees, and develop proactive ways of moving everyone forward, even those that might struggle with any type of change or transition. In any change that impacts the company culture, metrics should be developed to evaluate how things are progressing post change. This last part will be a key in continued adaptation and progress of employees, and will be the decider on further trainings or employee evaluations.
At the end of the day, how HR handles any form of transition, whether a new technology or a complete cultural transformation, can help employees buy in to the new ideologies and find comfort in the fact that the “new” just might be better than the “old.”