industry, involve organizational changes that are not always easy for company workers to assume.
It is true that changes in any company involve, in the best of cases, a period of uncertainty and adaptation that is difficult to manage. But in the case of industrial projects, we dare to say that this motivation and involvement on the part of the workers is even more critical, since the success or failure of the project may depend on it.
And no, we are not exaggerating: the successful implementation of new technologies, and the fact that they have the expected results, depends largely on the management that the people responsible for this technology do in their day-to-day lives.
In the case of the industry, due to its characteristics, these changes tend to be more complex: it involves implementing new technologies, often cutting-edge, in a sector not used to changes and with highly assimilated traditional processes. We could say that it is a sector not used to leaving the comfort zone, and that now it is immersed in a technological transformation unknown until now: artificial vision, internet of things, robotics …
How can we facilitate change?
Although each organization is different, there are some tips that can facilitate the process of change, even in small companies or in simple industrial automation projects.
- Commitment is essential. But we have to earn the commitment, it cannot be asked or imposed. There must be communication, trust and respect between workers and management.
- People have to feel part of the change. This basically translates into involving them from the beginning of the process; in some cases, with key people, even from decision-making.
- Communication is the cornerstone of the change process. Explanations throughout the entire change process have to be clear, transparent and proactive.
- Identify the critical people for the smooth running of the project. Whether they are operators, technicians, managers … Change can be a tough process on a personal level. Try to align the goals of the company with those of the workers involved.
- A way to teach and build trust. Workers must be given the tools and resources to use technology, but training is also a channel for transmitting confidence and involving themselves in change. Make them feel capable of assuming it.
The most effective way to make this change and apply these concepts to the project is to involve the engineering that develops it to help us transmit it to the rest of the workers. For example, at MCR, in addition to planning and implementing the project, we advise management from the beginning on the organizational change that it entails, because we know from experience that it is a fundamental piece in its success.
The main obstacle to an organizational change
Fear is usually the main obstacle when implementing a change in a company: fear of the unknown, and what it will mean for us, fear of loss of power, fear that our “territory” will be invaded or simply fear of losing work or that the change implies a worsening of working conditions or wages.
The problem is that workers do not usually express these fears explicitly, and it is the job of company management to try to anticipate and deny them before they become consolidated and affect the proper development of the project.
In any project, be it industrial automation, computer vision, IoT …, it is very important to take into account the workers who, in one way or another, will have to deal with this new technology on a day-to-day basis. Looking for best Ribbon blender mixer manufacturer in Delhi? Stalwart is the best option for you.