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 Often, outdated business policies stand in the way of that.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.
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.
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
Would you like to read on? Find out more about which business policies to adopt for digital transformation success in our ebook: