Amir Elbaz, CEO at MobileSmith:
As human beings we tend to hate change, and in many cases it invokes fear in us. Fear cannot be created nor destroyed, it is a deep human emotion. In many ways, technology has become this new canvas onto which our fears get painted on. With all the mobile growth and proliferation of wearable devices connected to us continuously, this fear is present in the most personal way.
Many companies fight change and try to hold onto the past, and some have the “that’s how we’ve always done it” mentality. It can be scary, especially in a time when the rate of change is accelerating. Your employees might think that if change occurs, it means that their way of doing things before was flawed, and no one likes to consider that.
The Reality of Mobile Growth for Enterprises
Worldwide there are 1.5 billion app users, and this expected to grow to 4.4 billion. With 82 percent of adults in the US using mobile phones, 35 percent have apps on these devices according to Pew Research. Consumers continue to use smartphones in the place of desktops, and Ericsson estimates that mobile devices represent up to 50 percent of our total data consumption. Therefore, many organizations (large and small), are looking towards enterprise mobility to improve engagement with stakeholders and ways to harness the power and totality of mobile.
With these stats in mind, it is clear that organizations need to evolve and use these mobility tools to communicate with stakeholders. However, this change, (or need for change) is dependent on the adoption speed of the individual organization and may even cause negative reactions from employees.
How to Embrace the Corporate Shift to Mobile
Consequently, organizations must strive to develop and implement successful change initiatives. There is limited success in explaining the factors that are associated with successful versus unsuccessful change initiatives. However, there are some studies that examine the perceptions of an organization’s readiness for change and an individual’s fear of change as they relate to individual performance. One popular conclusion is that there is a relationship between an employee’s fear of change, the perceived readiness of the organization for change, and if employee performance will be enhanced.
3 Keys to Embracing Change:
- Help employees understand why these changes are occurring. A forward-thinking approach counteracts the assumption that change is needed only as lip service or to make up for past bad decisions.
- Like world class athletes, organizations should always try to improve regardless of past performance.
- Tie change to company values – this reflects how these decisions are aligned with a company’s mission, employees, and stakeholders.
Change can be scary. Organizations that want to succeed have to evolve and embrace it. By not doing so, they destine themselves for failure. In today’s world, enterprise mobility is one of those areas where organizations must simply embrace the change it presents. By not taking any action at all, companies may limit growth – even set themselves up for extinction.