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How to Succeed in Enterprise IT Transformation

Enterprise IT Transformation

A substantial change in the way a company runs is referred to as enterprise IT transformation. A shift in an organization’s basic technology, the way its teams are structured, or how it creates and sells its products are all examples of this.

So, how can you succeed in it? Here are tips and practices.

Practices to Succeed Enterprise IT Transformation

As enterprise IT transformation involves the whole organization, all employees must understand the changes. 




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Management should be the first to admit they were wrong. 

They should admit it openly and publicly, even if this means losing their jobs.

“When management admits its mistakes, people stop looking for scapegoats elsewhere in the company.”

It is also essential to promise employees that they will not lose their jobs because of change.

A new vision should be clear that it is important to let employees know what the new vision is.

Management should be able to ask questions openly. Also, it should listen to different opinions without being judgmental. Most of all, resolve conflicts on their own, rather than letting conflicts pile up. It is also essential to involve employees in different parts of the decision-making process.

Management should be able to set up a plan for the transition from the old system to the new one. They should also have an idea of how long it will take.

Management can include employees in training on new technologies so they can familiarize themselves with the new system. They can also help by answering questions during this process.

Not only management but also employees need to know that there are no guarantees that any plan will work out exactly as intended. Because of this, they need to be more flexible instead of trying hard to get everything perfect right away.

Mastering Change Management in Enterprise IT Transformation

Change management is essential if an enterprise IT transformation is not going well or if there are problems regarding organizational culture or work practices at a company undergoing these changes. 

Instead, it is more about how the change process is managed more than about what changes are made. Although some changes are part of it. Whether you want to change or not, when you become part of a company undergoing enterprise IT transformation, you will feel it anyway and realize there are ongoing attempts at change management anyway. 

On the other hand, if you resist change because you don’t like the way things are going or if you don’t think things will get better. Or if you think things could get worse instead, your resistance will become part of the problem and won’t help resolve anything. 

Besides, when your manager asks what your opinion about ongoing enterprise IT transformation is and you say nothing even though you don’t like what’s going on and just accept it and carry on regardless because that’s just how things go where you work, your manager doesn’t know what you think about the transformation. 

He or she is then forced to interpret your silence as agreement. Or as a sign that you don’t have any specific problem with the changes. What’s more, if you don’t voice your opinion, management will have no idea what your problems are. If you do voice your opinion, management will know what your problems are and how to resolve them 

Change management is about identifying and prioritizing needs and goals for a change, developing a plan for achieving them, figuring out how to deal with any problems that arise during or after the change, and revising or refining the goal plan as needed. 




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