HR management & employees in digital change: taking people with you

Ulrich Jänicke's Appeal "Wake up at last!”About digitization and HRManagement reaped on Best of HR – Berufebilder.de® also a lot Criticism: How can you Employees in the digital Change take along?

Digitization: Is it just about technology and millenials?

To be honest, they annoy me Article like HR Management Digitization and Change in 6 Steps: Wake Up! by Ulrich Jaenicke. There is talk of "HR management", but only technical parameters are given priority. Completely regardless, those remain in mine Eyes at least as important, soft, human parameters of digitization.

The guide is always what millennials would expect. However, the question arises as to how much knowledge millennials actually have of what digitization means for themselves in the long term. It's like we children who are used to handling guns from an early age, a peaceful Future entrust. Older employees and their needs When it comes to “digitization”, they are no longer addressed anyway, although they represent the majority.

Employees who can not compete with the rapid development

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But what's the use if everything works technically, but people will no longer be able to take advantage of the impact that digitization has on their own work performance, their own social environment and, last but not least, their own Health (e.g. sleep deficit) has to be able to control? Without being asked, we always assume that a young “millennial” knows all about it and already tells the older ones how everything works.

But also that Boy, today’s millennial with an affinity for digital, will perhaps be old-school in 10 years’ time, because physically and mentally they can no longer keep up with the pace of development. Anyone who programmed websites 15 years ago is already out today if they have not adapted to this speed of development. And the speed increases rapidly. The 15 years in the past will probably correspond to 5-8 years in the future. And we must not forget that the first representatives of the post-millennials (Generation Z) are already in the starting blocks with freshly printed school leaving certificates. Wherever you draw the line between these two.

Technology is the least problem

The change in the digital age is technically the smallest Problem. There is an army of consultants who are more or less good at it. The biggest problem will be, on the one hand, to create the link between millennials and older employees, but on the other hand, above all, to find a speed that people can actually keep up without falling by the wayside in the middle of life.

Real HR management should strategically place this aspect in the foreground before all technical elements, if it does not want to fight with excessive absenteeism due to burnout, depression, sleep deficit and psychosomatic diseases up to suicide at some point.
Millennials have no idea what's in store for them in 10-20 years. You go into the technology-accustomed and technology-demanding Weltwithout giving a second thought to what this may mean for them, their health and their social ties in the long run. The danger that their enthusiasm will ultimately become the fuel for their own lives is more present today than ever in history.

Connecting man and technology sensitively

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Innovative HR management must be Objective have, employees and Executives also to accompany the digitization on a human, mental and physical level, and not just to provide tools. This applies to the same extent to corresponding change management in the Companies.

In this respect I take up the first question. Who can make this change?
If it is to be implemented in the long term and genuinely sustainably, then not the craftsmen and technology freaks among the consultants, but

• those who can connect people and technology sensitively;
• those who understand how people (especially young people) are ticking, and who are able to accompany them (not advise) humanely and technically, without presenting a pre-prepared path;
• those who can also use the brake pad sensitively and do not just turn at the gaspahn;
• those who understand that the future is not to bend people around digitization / work, but to digitize / work around man.

For the benefit of Society, the company and… des People!

Employees in change management

Companies must finally start to include individual support in profound change management. The employee is the best unique selling proposition.
In the medium and long term, it pays off and there are now too Coaching-Techniques that enable such support very efficiently and sustainably and thus also cost-effectively, without the need for an army of advisors. They are just barely known.

Michael Wellenzohn, project manager of the “Smart Working” project at Credit Suisse, once coined the phrase: “Every employee must go on their own change management journey”. Leaving him alone creates major problems on the way to digitization. But those who understand it will shape their future positively.

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