The fear of new and unfamiliar tools that are typically difficult to master can create palpable tension in the workplace. Contrary to popular belief, it’s not only employees resisting change; traditional managers often feel the same.
However, it’s important to understand that not all people go with the “All Greek to me” attitude. Some people are simply worried about keeping up or looking foolish. That’s why businesses need to set up the right strategies to turn these tech foes into pros.
Continual Learning Initiatives
Typically, these strategies concern themselves with establishing a culture of continual learning, which also happens to be the mantra of our times. Rather than making people feel comfortable, this approach advocates stepping out of their comfort zones and feeling empowered rather than overwhelmed by technology.
Among the most creative learning ideas is shifting the mindset rather than getting people to adapt to change. In other words, reprogramming their brains with different patterns that signal that technology is exciting rather than scary.
How can this be done and, indeed, should it be done?
Businesses are uniform and this is the right approach. Employees need to understand the advantages new tech can bring and they can only do so if organizations manage to demonstrate that in a personalized way.
Teaching employees the whys instead of the hows seems to be a solid approach. Instead of showing employees how to use a new tool, show them why it matters to them. E.g., underline how the technology saves time, reduces errors, and makes their jobs easier (or, at least, more enjoyable).
Creating a Safe Learning Space
Resistance to new technology often stems from the fear of looking incompetent in front of colleagues or supervisors. Employees worry that they will be judged for failing to immediately master new tools. To mitigate these fears, create a learning environment that feels safe.
This can be achieved in various ways, all of which typically start with open dialogue focusing on typical challenges. Create opportunities for employees to ask questions and support each other during the learning process. Most importantly, managers should lead by example by admitting their own mistakes.
A supportive, judgment-free environment helps employees feel more comfortable asking for help and trying things out. Eventually, everyone will become proficient in the technology at their own pace. Don’t rush things — allow employees the time they need to learn.
Building Confidence through Small Wins
One of the biggest obstacles employees face in this regard is the fear of failure. The idea of making a mistake can be paralyzing indeed; when people don’t feel confident using a tool, they tend to avoid it. To mitigate this, businesses should promote small goals that allow employees to experience success early on and build their confidence.
Progress should be incremental, no matter how fast a business would like it to be. When introducing a new tool, especially a complex one, employees should be allowed to grasp the basics before diving deeper.
Starting with smaller tasks — like scheduling a meeting through a new app or checking their performance metrics through a digital dashboard — will help employees build the knowledge slowly, without feeling overwhelmed. Achieving small wins provides a sense of accomplishment and encouragement.
Using AI Help for Employee Reviews
One technology that’s often met with resistance is AI, especially in performance evaluations. Employee reviews are often a source of stress, bias, and inconsistency. AI help for employee reviews can offer a level of objectivity and fairness that has long been difficult to achieve through traditional methods. However, the challenge is getting employees and managers to trust AI-generated feedback.
To introduce AI into this process, demonstrate the benefits clearly. Show how it reduces the subjectivity of reviews and ensures that feedback is based on data and measurable outcomes rather than gut feeling. Employees may be skeptical at first, but when they realize the technology won’t replace human supervisors, they may start seeing things in a different light.
Leveraging Wearable Tech
Wearable technology (which includes everything from fitness trackers to smartwatches) can be an excellent tool to improve productivity, health, and overall job satisfaction. However, employees may resist wearing these devices, particularly if they feel it’s an invasion of their privacy.
The term “tracking device” has become rather popular in this context but, in truth, everyone carries one with them – their mobile phone. Not many people complain about them invading their privacy, do they?
Again, the term shifting the mindset comes to mind. Businesses should provide clear examples of how wearable tech can make employees’ lives easier and more efficient. E.g., workers in high-risk industries can benefit greatly from the real-time health and safety alerts that some wearable devices offer. These devices track vital signs, detect falls, and even monitor workers’ fatigue levels.
Consider how many industries are now integrating wearable tech examples into everyday operations. In healthcare, professionals use wearable devices to monitor patient vitals and track their own health metrics. In construction, workers are often required to wear smart helmets or vests that track their movement and alert them to potential hazards. Those in the sports industry can utilize their data for sports analysis.
Integrating Technology
Rather than viewing technology as an isolated aspect of work, it should be integrated into employee development initiatives. Employees should understand how technology can help them reach their career goals (e.g., improving productivity, increasing accuracy, accessing risks early on, or freeing more time for creative tasks).
Here’s an illustrative example: incorporating tech into development programs allows employees to learn at their own pace. The only thing businesses need to do is provide them with resources that let them explore topics relevant to their work without the pressure of a formal class setting. Think in terms of webinars, self-paced online courses, and internal mentoring programs.
As for the rest, simply watch your employees grow at their own pace. Over time, as they become more comfortable with technology, they’ll begin to see it as an indispensable part of their daily routines.
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