Things are changing fast for technologies. Workforces working around the world of the intangible are also adapting to the change to keep up with the pace. As business operations shift and tasks and workloads are significantly altered to align with the technologies embedded in the company’s systems, workforces are also questioning their positions in the company. As for businesses driving a rampant change in their operations, it is also equally important to know and understand how employees are doing and how they feel about it to keep a healthy working environment. According to our expert – Emma Scott, Head of HR at Prompt Glass https://promptglass.com.au/ Such situations mostly apply to specific types of employees:
Retention Problem Faced By Employees Due to the Rampant Change in Digital Tasks
1. The Frustrated Converts
Frustrated converts are workers that are exposed to new ways of doing and operating the business but are forced to go back to the old dragging tasks. This is due to the cumbersome methods of the company, dead ends, and the lack of implementing autonomy. Such a predicament occurs when the effort of cascading the vitality of middle management. It breaks down communication that hinders freelancers and individual contributors of the company the flexibility they need.
To prevent these individual contributors to leave the company, it is crucial to implement change and provide change at all levels. Provide direct leadership support and make sure that these employees feel they are not isolated from the team.
2. The High Achievers
High achievers often thrive in an agile working environment. They often want the challenge to improve their skills and expand their contribution to the company. Being effective at what they do, these employees will begin to seek promotion. If such promotions they expect is not meant, they might begin to look for other opportunities elsewhere.
To combat such issues, it is important to undergo a working environment change and implement a protected culture of learning within the company’s environment and offer competitive compensation. On a different note, high achievers do not only aim for the salary and benefits. They also desire to be working on a task aligned to their abilities and expertise while substantially improving their professional development.
3. The Opt-Outs
It is common for some employees to opt-out when asked to change the nature of their work. This typically applies to employees that have been working in the company for years and have been used to their line of work and do not want change or drastic change. However, in this ever-changing digital world, change is inevitable to garner success. For traditional workers, they may feel uncomfortable with the sudden shift in their workloads. Hence, they might try to look for other work that does not require them to change.
To avoid this issue, it is ideal to introduce change to these employees. Help them understand why it is necessary for the company to change directions. Thus, employers will need to keep the workload of these employees separated from the digital transformation of the company and let the younger ones take the job.
4. The Graduates
The best members of the team will often get promoted to more sophisticated work during the process of the company’s digital transformation. For the company to gain strong momentum and build a robust workforce during and after the transformation, it is important to cradle to team members and make sure each one is satisfied with their compensations. To keep an intact team, the graduates must enjoy fair compensation and provide a place for improvement.
The digital world is ever-changing. Businesses must go with the flow to keep up with it. But, it is not only the company that needs versatility and flexibility. It is also equally important for employees to have that work versatility to feel encouraged in staying with the company.