Organizations have shifted plans and priorities to meet the challenges of a newly introduced hybrid work model over the last two years. Following this massive change, agile transformation progress has taken on greater importance by the industry leaders.
Enterprises across the globe are increasingly moving towards a digital work environment. Following this shift, demand for agile processes and methodologies also increased in the recent past. Numerous organizations of various sizes and across multiple verticals and countries have adopted agile frameworks. They aim to create products and services that delight their customers, speed up respective teams’ response times, and of course, create a more collaborative and transparent work environment.
Before planning to make agility a part of any organization in 2022, enterprise leaders can consider these three strategies, which are an integral part of the modern digital workplace:
1. Break down silos
Enterprise leaders must focus on breaking down silos remotely as the hybrid work model continues into 2022 and has a bright future. Inclusive work cultures for employees across the organization need to be established to understand and assess their roles and performance.
This also ensures employees get the required information to meet their benchmarks and boost the organization to reach its overall goals. Employees remain connected and committed when organizations support a truly inclusive environment, where all employees feel free to communicate with each other.
2. More knowledge and collaboration into everyday functions
According to the Harvard Business Review Research, ‘11 Trends that Will Shape Work in 2022 and Beyond’, technological cooperation encourages stronger interactions between top management and employees and fosters more empowered knowledge workers.
Accessing the correct information from the right source within the organization can quickly provide greater agility and measure its progression. To assess an organization’s agility transformation progress, better access to knowledge and significant collaboration between teams are effective barometers.
Employees can work together beyond the scope of their team, personal network, and organizational silos by mining every organizational knowledge resource. Moreover, to build on their knowledge set and increase productivity, employees become more empowered and enjoy a more significant stake in their work.
Investing in procedures, tools, and cultural shifts that close the knowledge gaps, break down silos and foster greater collaboration provides a return on investment in agility.
3. Encourage C-level executives and recognize management methodologies
Encouragement of top-level executives is necessary and plays a crucial role in evangelizing agility and communicating the business value throughout the organization. The focus needs to be on deliverables, including revenue growth, speed-to-market, and customer satisfaction.
All predictive and hybrid work models need to be recognized as they all support agility and an organization’s need to produce better and faster results.
According to the “The impact of agility: How to shape your organization to compete” survey report by McKinsey, highly successful agile transformations usually delivered around 30 percent gains in efficiency, employee engagement, customer satisfaction, and operational performance. This made the organization ten times faster; and turbocharged innovation.
This change also showed up as a competitive advantage. The McKinsey survey also revealed that organizations that achieved a highly successful agile transformation had a three times higher chance of becoming a top-quartile performer among peers.