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How to Create Business Agility with Unified Communications

How to Create Business Agility with Unified Communications

A key advantage of Unified Communications is that it enables your workforce to work in a more agile way. But how exactly do you create business agility with Unified Communications?

Certainly, tools such as Cisco WebEx Teams or Microsoft Teams facilitate agile working and decision-making. However, it takes much more than just the tool to truly transform your business into an agile workplace. You will also need to make sure your organization as well as your employees are ready to use those tools to their full potential in order to create business agility. Often, outdated business policies stand in the way of that.

Obvious policies to look at are, of course, flexible working and work-from-home policies which are enabled by Unified Communications. These are, by their very nature, designed to increase flexibility and agility. We’ve covered those in our previous article on how to reduce costs with Unified Communications. In this article, we’ll look at 3 less obvious and often overlooked policies that you absolutely need to adapt to create a truly agile workplace.

 

Also read: How to reduce costs with Unified Communications
How to Reduce Business Costs With Unified Communications

 

Let’s first take a step back and define what business agility actually means, though. According to McKinsey, an agile organization is

‘a network of teams within a people-centered culture that operates in rapid learning and fast decision cycles which are enabled by technology, and that is guided by a powerful common purpose to co-create value for all stakeholders’.

Clearly, then, it’s not the technology that is at the heart of an agile business. Your Unified Communications tool is merely the enabler. What you really need to look at is the people-aspect within your organization. So, here are 3 HR policies on organizational structure and team design you’ll need to adjust to support the move towards a truly agile business:

 

1. Organizational Structure

Collaboration tools like Microsoft Teams or Cisco WebEx Teams enable a more team-based and fluid way of working. Instead of working in fixed teams with a manager assigning people to specific tasks, employees can organize themselves around projects based on the skills required. They can talk to each other easily and directly and exchange with large groups at the same time instead of reporting to a manager who then feeds back to other team members.

To accommodate this shift in working patterns and habits, you will need to review policies defining your overall organizational structure, formal as well as informal reporting relationships and role allocations.

 

2. Team Design

Team design is another key area to consider. Will single teams grow or remain static in terms of size, roles and responsibilities? You may even consider dissolving teams completely and start more project-based working enabled by the new collaboration tools.

 

3. Hiring

Changes to the organizational structure of your company through closer collaboration and project-based working may also require you to assess your hiring policy. Are there, for instance, any new skills or even new roles required for this way of working?

 

Key Takeaways – Main policies to consider:

  • Organizational structure
  • Team design
  • Hiring

 

 

Would you like to read on? Find out more about which business policies to adopt for digital transformation success in our ebook:

Adapting your Business Policies for Digital Transformation Success

About the author

Sarah’s years of experience in managing varying scales of Organizational Change Management initiatives, mostly in the realm of Digital Transformation Projects, has provided her with the opportunity to engage with organisations across all different verticals and industries to gain valuable insight of how competitive advantage in the IT sphere can increase the market value and relevance of a business in today’s modern workplace. As Arkadin's leading OCM professional, Sarah works with clients to understand their future workplace strategy and vision, delve into a company’s history and legacy when it comes to digital change and ensure that end users and key stakeholders get the chance to feed into a change vision early.

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