Individual organizations and the entire corporate ecosystem are on a journey to digitally transform. To be truly successful, this transformation must be built on a strategy with meaningfulness and a targeted focus on people at its core. By taking into account people's needs and well-being, providing meaningful fulfilment and allowing for personal growth, you engender mutual support and interest. One key benefit of this approach is increased operational resilience, as it creates strong, unified, and engaged teams that can perform efficiently regardless of external conditions.
IDC believes that it is in these areas that a profound transformation in the approach to working, as well as the ways and forms of working, is taking place. These are also key themes for the digital future of society as a whole.
Our new reality is being shaped by uncertainty, rapid change, and the pervasive disruption of traditional values. Albert Einstein said, "Don't use old maps to explore a new world," and we can only agree with him.
In recent years, the IT world has come to view digital transformation as a universal panacea, both a source and a guarantee of success. But even the DX deity is not all-powerful and self-sustaining. It relies on a basic and essential component: human beings. People are the engine and, ultimately, the main benefactors of all digital change.
Closely tied to the human element of DX is the vision of purposeful leadership. Indeed, this could be considered the ultimate goal towards which all organizations should be working. Why? Because people and focused purpose are the vital ingredients of a resilient and successful enterprise, which in turn is the foundation for a thriving and sustainable corporate ecosystem.
IDC believes that all current and future work strategies should be formulated with these elements top of mind. For this reason, we will be exploring and developing both during the IDC Future of Work Digital Summit 2021. Here's a brief overview of the topics we'll dive into.
It has been well established that job satisfaction and performance increase when people see meaning in the work they do. Everyone in the organization must be aware of business goals and how their efforts contribute to achieving them. Company values should be clearly defined and implemented in daily practice, with everyone sharing responsibility for the whole. In this way, rewards will be more meaningful and reprimands will be justified. The fundamental question is: What do we work for?
Successful leaders must inspire and guide their people through periods of change. Trust, combined with frequent and open communication, is the most effective way to build long-term productive relationships with employees. It is up to leaders who need to build a culture of trust and an environment of psychological safety. Empathetic leaders recognize the need to care about people and support them in every way, triggering a feedback loop where employees become emotionally invested in the well-being of the organization.
Organizational agility combines speed in decision-making and adaptability to changing conditions. Both of these characteristics contribute significantly to an organization's overall resilience. The agility of an organization is directly related to the quality of its human resources. It relies on the deployment of high-performing yet autonomous teams that are focused on results and accountable for achieving them. Access to real-time data enables them to make informed decisions and track progress against goals. With these components in place, organizations, leaders, and employees can live, work, and succeed in a world of constant change.
These days, the work environment, much like society as a whole, is in a state of constant change. Just as there are social skills and psychological coping mechanisms for the latter, the former requires certain skills and personal characteristics to accept change and unexpected events related to work. Mental stability and readiness are useful traits to have in both instances, as an inability to react positively to change can have both personal and professional impacts. One of the most effective defense tactics in the workplace is training. Strengthening qualifications, broadening one's general knowledge, and developing soft skills are among those things that can help reduce feelings of helplessness or stagnation and boost self-confidence. The process must include clear and demonstrable goals, as well as metrics to measure performance and a means of providing (ideally positive) feedback. In this way, the therapeutic aspect of learning becomes enhanced by a sense of achievement, which can go a long way in helping people feel prepared for future changes and challenges.
Thanks to automation, employees are gradually being freed from tedious and repetitive tasks, allowing them to focus on higher-value-added activities that contribute more significantly to the success of the business. Organizations have also started to routinely use cognitive technologies to mine data more deeply and capitalize on its analytical outputs. Democratizing access to data and relevant tools promotes creativity and productivity among employees across the organization. It is at this point that the relationship between man and machine is being redefined — they should not only work together, but also expand their capabilities through mutual support.
The hybrid workplace became the subject of intense discussion during the first wave of the COVID-19 pandemic, mainly for its role in helping so many organizations cope with the impact. However, the applications and benefits of the hybrid work model were by no means exhausted by the pandemic. Currently, transforming the work environment — how, when, and where work is done — is among the top technological priorities of 40% of European companies. In addition to improving the employee experience and working conditions, a successful hybrid work model serves to validate the organization's digital strategies, with a strong resultant impact on customer satisfaction, business growth, and innovation.
Country Director, Czech & Slovak Republic, IDC CEMA
Associate Research Director, European Future of Work, IDC, IDC United Kingdom and Ireland
Deputy Prime Minister and Minister, Ministry of Investment, Regional Development and Informatisation of the Slovak Republic
Chief People and Culture Officer, AVAST
Policy Analyst, OECD Centre for Skills
Chairman of the Board of Directors, ČEPRO
Tomáš Ervín Dombrovský
Head of Analysis, Communication and Relations Department, LMC
CEO, ICE Industrial Services
Strategy & Business Analysis Director, Orlene Unipetrol
President of the Slovak Chamber of Psychologists
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57 Years | 1100 Analysts | 110 Countries
International Data Corporation (IDC) is the premier global provider of market intelligence, advisory services, and events for the information technology, telecommunications, and consumer technology markets. With more than 1,100 analysts worldwide, IDC offers global, regional, and local expertise on technology and industry opportunities and trends in over 110 countries. IDC's analysis and insight helps IT professionals, business executives, and the investment community to make fact-based technology decisions and to achieve their key business objectives. Founded in 1964, IDC is a wholly-owned subsidiary of International Data Group (IDG), the world's leading media, data and marketing services company. To learn more about IDC, please visit www.idc.com.