The Covid pandemic has given people very little option but to join the digital revolution. From Zoom calls to collaborating and training on the cloud, the way we work has altered permanently.
For a digital training company like ours, the opportunities to partner with industry peers and support their transition to online learning are clear. But, what about those employees who are less enthusiastic about the drive to digital? How do we ensure they still receive the support they need and learn to embrace digital change?
During any digitalisation programme, there will always be people who are highly supportive and keen to deliver the project and those who are equally less enthusiastic and risk destabilising the initiative. Regular and clear employee engagement regardless of the type of digital initiative is critical to allay concerns and anxieties. Genuinely taking into account all views and working with concerned parties to accommodate their stance, where reasonable, is the most effective way to ensure projects stay on track. This may mean changing how the roll-out is planned, or even adding in new features to encourage engagement.
Push back on change is to be expected. Research by change management consultancy, Changefirst, suggests that while 54% of an organisation is likely to accept the change a digitalisation project brings 21% are likely to be reluctant with 25% being committed to making the change happen.
Digital training brings with it many benefits, including the ability to train more people more consistently. This can mean that people who were previously getting little to no training can suddenly access a wide library of technical courses.
If a person was happy with the status quo, where they didn’t have to spend any time training, or feels as if they should be exempt, we offer a simple solution of pre-assessment allowing them to skip the need for any mandatory courses through passing a summary assessment in advance. This can be a win-win solution. It encourages engagement with the digital platform, it can allow experienced personnel to avoid non-essential courses for them, but it can also highlight areas where training is required.
Digitalisation is opening up new possibilities, improved ways of working and increased knowledge sharing at the click of a button. While the opportunities are exciting for people at the coal face, for some the change can be daunting and organisations and their digital partners have a responsibility to help their people navigate the change together. This may mean having to make some changes to the solution itself, but that can be the key to digital success.
Norwell Edge provides a comprehensive range of affordable and accessible technical oil and gas training modules built around UK upstream competency guidelines. Find out more at: www.norwelledge.com
Read the latest issue of the OGV Energy magazine HERE.