<\/p>\n
This week’s DatCom Business Briefing is all about managing change in business. And we’ll also talk a bit about the\u00a0#quietquitting<\/strong>\u00a0trend.<\/p>\n Change management<\/strong>\u00a0has long been a top-down process, but there\u2019s a shift happening. The future of change in business is an iterative, adaptive process that empowers workers to be a bigger part of workplace transformation. Each worker will contribute more to optimizing systems and processes than in the past.\u00a0<\/p>\n To get there, we must all care and contend for efficiency and effectiveness.<\/p>\n What does it take for employees to become proactive about their own efficiency, effectiveness, and productivity?\u00a0\u00a0<\/p>\n Appreciation and recognition are key, but it\u2019s not just about putting in a certain number of hours and getting paid. People want an opportunity to see the positive impact of their own ideas and solutions.\u00a0<\/p>\n Without a sense that work is fulfilling and rewarding, negative attitudes about work can ripple across an entire company. Where one person or department is content to coast, the sentiment could spread. Motivation toward high performance is not likely to \u201cgo viral\u201d in that environment.\u00a0<\/p>\n However, an idea that did go viral on social media with Gen Z workers in 2022 is the idea of \u201cquiet quitting.\u201d \u00a0<\/p>\n No, they aren\u2019t literally quitting their jobs, but they are refusing to do unpaid work. They\u2019ve watched older generations suffer burnout and have decided to prioritize their own mental health.\u00a0<\/p>\n \u00a0So, they work to the letter of the job description and set boundaries to maintain a healthy work-life balance. But is that a great balance? As people were quick to point out: it\u2019s not really quitting. So why talk like that? The name undermines the integrity of workers.\u00a0<\/p>\n Would it be empowering to look back and say, \u201cIn 2022 I was a part of the \u2018quiet quitter\u2019 movement on TikTok.\u201d\u00a0<\/p>\n \u00a0Of course not!\u00a0<\/p>\n Everyone has times when work feels like a slog and not the good kind that comes with a hefty end-of-year bonus. But this attitude is not an efficient use of human resources. \u201cQuiet quitting\u201d is just another way of saying, \u201cflying under the radar.\u201d And that means hidden inefficiencies that bleed money from everyone, quiet quitters included. It\u2019s like sawing the branch you\u2019re sitting on.\u00a0<\/p>\n It\u2019s not a winning mindset.\u00a0<\/p>\n Employee sentiment is key in reducing inefficiency and should be a part of any business optimization process. Your employees see, hear, and experience\u00a0everything<\/em>\u00a0that impacts your business. Efforts to make the workplace more engaging and enjoyable, cleaner, and safer can increase efficiency. That means a better ROI, increased quality, boosted morale, and rising customer satisfaction.\u00a0<\/p>\n But is that enough?<\/p>\n The changes above are an improvement, but you will achieve greater transformation if you can rapidly deploy employees into the change process:\u00a0<\/p>\n Workers may not believe they have good\u00a0reasons to think about efficiency in a positive light. They have at least some distant memories of the Time and Motion study. Stopwatches and Taylorism.\u00a0That sort of thing.<\/p>\n But\u00a0that will change if companies train employees to think of themselves as co-owners.\u00a0<\/p>\n People, processes, and tools are always premium resources, the core of any business. If the average worker thought of themselves as a premium asset for driving their own business forward, they would take better care of themselves and the other people around them as well.\u00a0<\/p>\n Efficiency is not about squeezing human and material resources for all their worth. It\u2019s about figuring out how things work so that you don\u2019t waste them.\u00a0 That includes people. Like faulty machines, unhappy people are less efficient.\u00a0<\/p>\n When it comes to efficiency, time is not just measured in minutes and hours, but also in potential output. A crabby, scared, or underappreciated employee is simply not going to create the same amount or level of work as a well-rested, satisfied, fulfilled person in the same span of time.\u00a0<\/p>\n <\/p>\n New Technologies Enabling Employee-Centric Change\u00a0<\/strong><\/p>\n In a world where work is changing rapidly, it\u2019s critical to accept change as a constant reality. That\u2019s why the DatCom team is passionate about using technology such as\u00a0Data Processing Automation (DPA)<\/a>\u00a0and disciplines such as\u00a0Business Process Optimization (BPO)<\/a>\u00a0to empower employees.\u00a0<\/p>\n DPA is a custom software solution that business owners and managers must begin thinking about because it will change worker roles. It eliminates or transforms repetitive work by automating processes so that they are faster and less prone to errors.\u00a0Then, they get to go do something else. Something more interesting and valuable.\u00a0<\/p>\n It\u2019s like giving your employees a promotion!\u00a0<\/p>\n Furthermore, the potential\u00a0time savings<\/strong>\u00a0and\u00a0profitability<\/em>\u00a0are too immense to ignore, especially in a tough economy.\u00a0\u00a0<\/p>\n We\u2019ll do a deeper dive into DPA in our next Edition of the DatCom Business Briefing. But for now, we want you to see it with your own eyes.<\/p>\n The following video is an example of using DPA to automate accounting processes in Quickbooks.\u00a0<\/p>\nFeeling Good about Business Efficiency\u00a0<\/strong><\/h3>\n
\u201cQuiet Quitting\u201d\u00a0<\/h3>\n
<\/div>\n
<\/div>\n
The Future of Change Management\u00a0<\/h3>\n
\n
<\/div>\n