Putting people first in automation game: Quick strategies to overcome resistance

WHITEPAPER Putting people first in automation game: Quick strategies to overcome resistance

Table of Content

In today's rapidly evolving technological landscape, automation is at the forefront of the next technological revolution promising increased efficiency and productivity to organizations across industries by harmonizing human-and-machine collaboration effectively. The true adoption of automation’s benefits via emerging technologies, including robotics process automation (RPA), the internet of things (IoT), machine learning (ML), and artificial intelligence (AI), also hinges on future readiness, reshuffling of roles, change management, and skill fitment with reduced human involvement.

Given the accelerated integration of human touch and machine capability together at the workplace, the rapidly changing employment dynamics are creating both excitement and fear regarding future employability trends pinned on the role of humans in automation-driven collaborative ecosystems. Many people agree to the fact that automation expands their work horizon and makes them more strategic within the organization by eliminating repetitive manual tasks, improving efficiency, and detecting errors in real time.

However, many of them still see automation as the workforce’s biggest threat and are resistant to automation out of FOBO, i.e., fear of becoming obsolete. They are still cautious about accepting the nexus of AI and human connection in modern workplaces and worry that automation could lead to job losses. Their resistance to change management has become the biggest roadblock for organizations on the verge of embracing labor-saving technology to accelerate their digital transformation journey faster.

Read this whitepaper to get a deeper understanding of the complex dynamics between automation and the workforce and how deploying people-centric automation help organizations thrive in an increasingly competitive landscape. In this whitepaper, you explore the phenomenon of people's resistance to automation in organizations and examine the reasons why employees resist automation and the impact of this resistance on organizations.

Read this whitepaper to discover:

•Automation as a culture navigating the human element

•Key business benefits of embracing automation at the workplace

• Humanizing automation by putting people first and address the fear of automation

• Managing change resistance with best practices and strategies to implement automation within an organization

Automation as a culture: navigating the human element

Automation has become a driving force of business transformation in recent years, with companies across industries recognizing the potential of automation to improve productivity and efficiency. However, the implementation of automation requires more than just technology - it requires a culture shift within organizations. The culture of automation refers to a mindset and a set of behaviors within organizations that prioritize the adoption and integration of automation technology. It is characterized by a willingness to embrace new technologies, a commitment to continuous improvement, and a focus on innovation.

Organizations that embrace automation as a culture tend to be more resilient, adaptable, and responsive to change in their business environment. They are better equipped to leverage automation technologies to optimize their processes, innovate faster, and achieve greater efficiencies. To create a culture of automation, organizations need to start by recognizing the benefits of automation and investing in the right tools and technologies. This may involve adopting Robotic Process Automation (RPA) tools, Artificial Intelligence (AI), or other forms of automation that can help streamline tasks and improve operational efficiency.

Organizations must also ensure that employees are trained to work effectively with automation tools and understand how to leverage them to enhance their work. This may involve redefining job roles and responsibilities to incorporate automation and creating training programs to help employees develop the skills they need to work effectively with these tools. Leaders in organizations can also play a crucial role in driving a culture of automation by setting clear goals and targets for automation adoption, and providing the necessary resources and support to achieve them. This can involve establishing cross-functional teams dedicated to identifying and implementing automation solutions, and regularly tracking and measuring the impact of automation on key business metrics.

Key business benefits of embracing automation at workplace

Implementing automation initiatives within an organization can encounter resistance from employees who perceive it as a threat to their roles or job security. In overcoming employee resistance to the impacts of automation, the organization's top leadership team plays a pivotal role by helping the rest of their peers to set out the guardrails and embrace new change management initiatives.

Leaders can address the fear of automation by humanizing AI and clarifying peoples’ key roles within existing workflows. Also, they can foster a culture of acceptance and enthusiasm for automation by encouraging open communications about the organization's strategic goals while addressing employee anxieties and empowering them with right training support.

Outlining plans for reskilling and upskilling programs to equip employees with the necessary skills to adapt and thrive in an automated environment, contributes a lot in developing trust factor of employees. As a result, there will be a positive mindset shift among employees. Leaders must come at forefront to introduce automation as a key enabler at the workplace to employees and openly communicate the far-reaching impacts of automation explained in below figure.

Creating a culture of automation also involves fostering a culture of innovation, and acceptance where employees are encouraged to shift their mindset from viewing automation as a threat to human jobs to seeing it as a powerful tool. Accepting automation at the workplace from a people side requires a proactive and empathetic approach, a willingness to transition to new roles, experiment with new tools and technologies, and develop new skills in response to automation.

Technical Automation Potential

20% 6 of 10

of current work activities are technically automatable by adapting currently demonstrated technologies

current occupations have more than 30% of activities that are technically automatable

Impact of adoption by 2030

work potentially displaced by adoption of automation, by adoption scenario,

Impact of demand for work by 2030 from 7 select trends

In addition, of the 2030 workforce of 2.66 billion, 8-9% will be in new occupations

Let’s delve deeper into potential benefits of embracing people-centric automation change management plan at workplace:

Improved job satisfaction: Automation can help reduce the burden of repetitive, tedious, and time-consuming tasks, freeing up employees to focus on more engaging and fulfilling work. This can lead to increased job satisfaction and motivation, which in turn can improve retention rates and reduce the costs associated with turnover.

Enhanced work-life balance: Automation can also help employees achieve a better work-life balance by reducing the need for overtime and enabling them to complete tasks more quickly and efficiently. This can lead to reduced stress levels and improved well-being, which can translate into higher levels of engagement and productivity.

Increased skill development: Automation technologies can provide opportunities for employees to develop new skills and knowledge, such as programming, data analysis, and process optimization. This can enhance their employability and career prospects, and also contribute to a more skilled and adaptable workforce.

Reduced risk of human error: Automating tasks can help reduce the risk of human error, which can lead to costly mistakes, delays, and even safety hazards. By minimizing the risk of errors, automation can improve employee confidence and job satisfaction, and also enhance customer satisfaction and trust.

More time for innovation: By automating routine tasks, employees can free up more time to focus on innovation and strategic thinking. This can enable organizations to stay ahead of the curve and respond more quickly to changing market demands and emerging opportunities.

Humanizing automation by putting people first and address the fear of automation

Automation has become increasingly prevalent in today's workplace, with many industries adopting technology to streamline operations and improve efficiency. While automation has the potential to bring many benefits, including increased productivity and cost savings, it also brings with it a sense of uncertainty and fear among some workers.

The fear of automation is a common concern among employees in today's rapidly changing workplace. With the increasing use of robotics, artificial intelligence, and other forms of automation, many workers worry that their jobs will be replaced by machines, leaving them unemployed or underemployed. This fear can lead to anxiety, stress, and decreased job satisfaction and can also negatively impact productivity and innovation in the workplace.

However, it's important to note that automation also has the potential to enhance human capabilities, improve workplace safety, and increase productivity and efficiency. By taking a human-centered approach to automation, which focus on enhancing human skills rather than replacing them, we can create a future where technology and human workers work together to achieve better outcomes for everyone.

Here are some steps that can be taken to address this fear:

Education and training: Employees should be provided with information and training about automation, including its benefits and limitations, how it will affect their jobs, and how they can adapt to the changes. This can help employees to understand that automation is not necessarily a threat to their jobs but rather an opportunity to enhance their skills and take on new roles.

Communication: Open and transparent communication is key to addressing the fear of automation. Employers should communicate their automation plans, timelines, and expected outcomes to their employees, and involve them in the decision-making process wherever possible. This can help to build trust and alleviate fears of job loss.

Collaborative approach: Automation should be seen as a tool that can help employees to perform their jobs more effectively, rather than a replacement for their jobs. Employers should work collaboratively with their employees to identify areas where automation can be integrated to complement their skills and create better outcomes for everyone.

Career development and upskilling: Employers should provide their employees with opportunities for career development and upskilling, such as training programs and mentoring, to help them to adapt to the changing nature of work. This can help to build a culture of learning and innovation, and provide employees with the confidence and skills they need to embrace automation.

Job security: Employers should provide job security and stability to their employees, even as they introduce automation. This can be achieved through measures such as redeployment, retraining, and upskilling, as well as by providing a supportive work environment that values and rewards employees for their contributions.

By taking these steps, employers can overcome the automation paradox at the workplace, and engage themselves in a culture of collaboration where humans and machines work side by side to unlock greater technological innovation, and continuous learning.

Managing change resistance with best practices and strategies to implement automation within an organization

Implementing automation in an organization requires careful consideration of the cultural impact it may have on the organization. Here are some cultural best practices to help ensure a successful implementation of automation:

Foster a culture of innovation: Creating a culture of innovation can help employees embrace change and see the potential benefits of automation. This can involve encouraging experimentation and providing opportunities for employees to share their ideas and feedback.

Build trust: Building trust with employees is critical for successfully implementing automation. This can involve being transparent about the goals and objectives of automation and how it will impact employees' roles and responsibilities.

Communicate regularly: Regular communication keeps employees informed and engaged throughout the implementation process. This can involve providing updates on the progress of automation and addressing any concerns or questions employees may have.

Empower employees: Empowering employees to take ownership of the automation process can help to build a sense of ownership and investment in its success. This can involve providing training and development opportunities for employees to learn new skills and take on new responsibilities.

Celebrate successes: Celebrating successes along the way can help to build momentum and keep employees motivated throughout the implementation process. This can involve recognizing individuals or teams for their contributions and successes.

By following these cultural best practices, organizations can create an environment that supports the successful implementation of automation. This will help to ensure that employees are engaged, motivated, and prepared to work with the new systems, ultimately leading to a more successful automation implementation.

Kellton is a ‘Born Digital’ technology consulting and services company founded on the belief of ‘Infinite Possibilities with Technology.’ The company has helped startups to Fortune 500 clients build disruptive Digital Transformation solutions and leverage technology as a competitive differentiator for their businesses. Driven by deep domain knowledge and technology expertise, Kellton adds value to client relationships by being as a Trusted Partner. A rapidly growing company, Kellton has been placed four times on the Deloitte Technology Fast 50 India list and has been recognized by Forbes Asia as one among the Top 200 companies in 'Best under a Billion' 2017 List. With operations across the US, Europe, India, and Asia-Pacific, we are consistently on the lookout for the next competitive advantage. Please visit our website www.kellton.com

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