In 1965, the co-founder of Intel, a man named Gordon Moore, made a keen observation.
He realized that the number of transistors on integrated circuits had doubled, consistently, every two years. In other words, he discovered that the overall processing power of computers had evolved at a constant and tremendous rate — and, likely, always would.
This revelation came to be known as Moore’s Law — and it speaks to the fact that technology advances exponentially faster than the human psyche.
People stay the same
Our psychology evolves at a snail’s pace, which is why modern people are tethered by the same human reward systems as our ancestors.
It’s why we hate change.
We especially hate foundational change — fundamental shifts on a mass scale — which is what employees everywhere are asked to adjust to when a new system is implemented at their work.
Change also comes when a regulatory update demands that employees deviate from the status quo, which happens frequently in today’s business environment.
But processes change
Systems change. Rules change.
And when they do, companies need to respond quickly — and therein lies the challenge, especially for large enterprises with hundreds or thousands or even tens-of-thousands of people, multiple offices, and various employee types, from those operating on-site, to remote workers, to field personnel.
Given the recent Tax Cuts and Jobs Act (TCJA), this is particularly evident from a payroll standpoint, which demanded that companies:
- Update their tax withholding tables
- Monitor and potentially update state tax forms
- Encourage employees to review their withholding and possibly complete a new tax withholding form if needed
These and other regulatory changes have left companies scrambling to enact and manage change, which is often a massive undertaking to coordinate.
Technology can help
Technology can help drive and support an organization’s change management efforts by:
1) Providing a foundation.
Technology can help organizations — large and small — by developing change in a single system, preferably one that already exists and is known within your organization.
Implementing organization-wide change through an existing solution is:
a. Faster because leaders have already devoted the time and resources to ramping up.
b. Easier because employees are already familiar with the solution, acquainted with its interface and functionality.
In any case, using built-in technology will make developing and deploying change more seamless than building a solution from scratch.
2) Streamlining implementation.
Technology helps organizations streamline change by distributing communications around requirements and actions quickly throughout an organization.
For example, a technology-enabled solution can help employers:
- Deploy change management activities to their people, providing a workflow to ensure timely completion.
- Automate the process rather than asking people to complete steps manually, slowly.
- Distribute new forms without running the risk of employees using old, antiquated forms by mistake.
- Send clear, concise communications, complete with links and instructions on how to complete the required actions.
The result being far faster adoption rates — and far more accurate work.
3) Monitoring adoption and compliance.
Technology helps business leaders monitor and report on employee adoption and compliance rates.
While offline methods prolong most reporting functions, making it challenging to report and measure progress quickly and accurately, software tools provide employers with the ability to verify that requirements have been met in real time.
And that makes for real value.
Technology will help…
If you let it.
Here’s to Moore’s Law never standing in the way of change.