Table of Content
Introduction
Change readiness is one of the prominent requirements for an organisation to evolve consistently. An organisation must have adaptability in the workplace for the employees to exercise the right WFM tools and techniques. Only after that can the change-ready organisations synergise the efforts and extract unexpected outputs at every step of the way.
Follow this blog to understand the organisational change strategies to implement. Leverage the availability of smarter, EI and AI-enabled HR management tools and software like ours.
This will help your HR leaders in reforming and redefining the change capabilities even in the most non-linear times of the industry.
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7 Steps to Build and Streamline Change-ready Organisations Smartly
- Know the current skill set of your teams.
Acknowledge your team’s skill sets at scale. To do that, run employee surveys on the intranet. Set up skills and endorsements add-on to the employee profile.
This generates a new dataset in the backend for talent managers and developers. They understand how many skills their team members and employees wield and hold expertise in.
This knowledge helps to assign projects and internally mobilise the talent accordingly. This way, change management and change agility build at a faster rate within the organisation.
Recruiters and talent hunters do not panic about reimaging organisational agility when there is a new trend in skills in the market.
These people have a 360-degree overview of all the skills in the organisation within seconds. This strategy and approach help to build a more change-ready organisation in the face of non-linear, brittle, and anxious times of the workplace environment and trends.
- Leverage the personalised dashboard to make better resource management decisions.
The uKnowva portal allows HR teams and reporting managers to leverage a personalised dashboard. This dashboard highlights the 9-box grid model. There, the talent manager and developer find nine different categories of staff deployed in the organisation.
Talent managers can allocate resources and projects efficiently when they know which type of individual they’re dealing with. This helps them to make transformational leadership possible in the long run when they know who can lead difficult projects on time.
- Involve actively in the manpower and succession planning processes.
To step up as one of the change-ready organisations, you need to accelerate the importance of manpower and succession planning. These two pillars in the talent management process help you to identify the talent gaps and the talent that’s ready to take on new challenges.
Combine the insights from these two modules with the 9-box grid module. Then, you will have a better formula in place to utilise the available talent for creating a high-performing workplace.
- Be ready to be compliant with changes in the policies.
The economy is rapidly changing. So will the norms for handling, managing, developing, and retaining a multigenerational workforce. Currently, we are living in an era where at least 4-5 generations are currently deployed in the market.
In fact, the oldies are returning to the workplace as coaches and consultants. The competition is rising above the previous bar. In the midst of that, you have to set policies right.
Your organisation needs a mechanism where it can easily templatise HR and employee policies. This will save your HR professional’s time which they can utilise in managing the workplace culture in turbulent times.
uKnowva allows you to do that within a few clicks. Our software has low-code functionality. It also auto-saves your documents.
View them in multiple formats, even. So, there is a lot you can do when you want to review, update, audit, and store your company policies in a rapidly changing time.
- Exercise the power of seamless business app integrations.
Organisations become smarter with new-age, AI-drive, and future-proof apps without having to pay an extra penny for that.
uKnowva HRMS is a solution for an organisation valuing to add more smart apps to decrease manual work and intelligently let the data interact from one module to another.
Our extension store has more than 100+ apps at this moment. We are constantly adding new apps, themes, or widgets like Nasch, Repute, eMudhra, AI Suggest, and loads more.
This allows an average business user to do a lot more within a single interface. Your uKnowva instance becomes the ultimate virtual engine where HR and their employees can take charge from day one to the last.
- Connect to resolve conflicts and escalations proactively.
To be the best change-ready organisation, you need emotional intelligence at the forefront. People need to open up, share views, feedback, and criticism, and learn to appreciate effort, no matter how small or lasting.
Build a culture in your offices and organisations when you implement an intuitive and interactive social intranet by uKnowva.
This is an easy-to-use tool that you can access on your mobile devices from the registered user ID and password. By accessing that, you can talk to your colleagues on the go. Share the concerns on the private chat rooms integrated into the social intranet.
Talk to your managers, colleagues, or peers by tagging them and resolve conflicts on the move.
When your organisation has this habit as a mandate in the culture, even when working remotely, this shapes the mindset of everyone associated with the firm and the business process.
Addressing conflicts at the start leaves a positive impression on the concerned person or the person being held accountable. It becomes easier to resolve the query when the matter is fresh and can be talked about in great detail initially.
Then, people can go back to focusing on delivering high-quality services and tasks on time.
- Invest in talented people and provide them with learning opportunities.
One smart way to bring in change readiness is also through eLearning opportunities. uKnowva offers users an eLMS module where course content creators can catalogue their courses into categories and chapters.
This enhances ongoing learning capabilities for everyone in the organisation. People can check the catalogue for new courses and training sessions to consume. They get enough information on various topics at a single click.
The learning module recommends courses based on the previous completed courses as well. This makes the experience more reliable and personalised.
Employees can check their progress whenever they browse the eLMS module. The same insights with more depth are already provided to the reporting manager. So, they are also aware of whether their team is learning new courses and at what pace.
In fact, content creators can manage, configure, and update access and admin control if they are the super admins. This will enhance the course visibility and engagement dedicated to certain user groups.
Additionally, reporting managers become good and effective decision-makers when they know they are working with high performers and curious individuals.
Conclusion
The blog narrates and educates every HR leader about 7 top modern ways to turn their existing firms into change-ready organisations. If you’re one of those leaders, ready to digitally transform your employee and candidate experiences, uKnowva is the solution.
FAQs of Change-ready Organisations
Q: What characterises a change-ready organisation?
A: A change-ready organisation is defined by its ability to adapt, innovate, and embrace transformation proactively. It fosters a culture that welcomes change, values flexibility, and continuously seeks improvement.
Q: Why is being change-ready important for organisations?
A: Being change-ready is crucial for organisations to stay competitive, respond to market dynamics, and navigate evolving challenges. It enables agility, encourages innovation, and positions the organisation for sustained success.
Q: How can organisations cultivate a change-ready culture?
A: Cultivating a change-ready culture involves fostering open communication, encouraging a growth mindset, providing continuous learning opportunities, and recognising and rewarding adaptability and innovation.
