Digital transformation means rethinking organizations, working methods and collaboration. As a result, companies are faced with an immense task of change management. But what are the impacts of digitalization within organizations? What does this mean for management? What are the challenges and tools needed to support this change? A brief overview of change management as applied to digital transformation.

What is change management in the digital age?

36% of companies have integrated digital into their strategy, and 57% say it is a medium-term strategic focus.

This approach aims to effectively manage organizational transformations and transitions linked to the adoption of new technologies and the digitization of processes. Indeed, change management focuses on managing cultural change, employee behavior and skills, while taking into account the impact on company structures and processes.

In the digital age, companies are faced with rapid and constant change, requiring proactive and agile change management. This involves identifying the challenges and opportunities associated with digital transformation, communicating transparently and continuously with stakeholders, training and developing digital skills, and creating an environment conducive to innovation and adaptability.

While companies are aware of the need to undertake their digital transformation, the question remains as to how to initiate the change in concrete terms. Because digital transformation implies rethinking the organisation of the company, its businesses and the interactions between employees. A complex undertaking, but not impossible! Indeed, you can achieve this by developing an appropriate strategy and by putting in place appropriate, unifying and fun mechanisms.

The objective? To rethink the relationships between employees in the service of performance, and in a logic of collective intelligence.

Putting employees first

Centering change management on people is crucial to any organizational transformation initiative. After all, employees are the real driving force behind a company, and their involvement is essential to ensure the success and sustainability of change.

It must take account of employees' desires and needs, while encouraging individual commitment. In addition, the company needs to encourage continuous learning among its employees. By involving employees, this process fosters a culture of collaboration, motivation and innovation.

The three pillars of this change are acculturation, transversal communication andcollaborative innovation. Indeed, it is a question of accompanying employees in the change, and allowing them to share their knowledge, opinions and ideas. In this way, employees are placed at the heart of the digital transformation, to the point of becoming its main players.

Read also: The stages of the digital transformation of companies - INFOGRAPHY

The (other) actors of change management

While all employees have a role to play in digital transformation, the key players are the top managers. Among the main actors of change :

• Human Resources managers. Relaying digitalization projects within the company, coordinating change management with employees.
• Internal communication managers. They inform employees and generate support for the new culture.
• Chief Digital Officers(CDOs). True masters of the digital transition.
• Marketing directors and sales directors. In charge of development, they are responsible for integrating digitalization into commercial strategies and communication actions.
• Information Systems Directors (ISD). Operational and technical actors of the company's digital transformation.

Tools for change management

[READ ALSO: What tools to support digital transformation].

Some tools facilitate change management by supporting employees in the digital transformation. Moreover, according to the McKinsey study published in 2014, "the deployment of collaborative tools in companies facilitates interactions [...], optimises decision-making and production processes by irreversibly changing the way companies and their employees inform themselves, communicate, produce and market".

These include tools for :

• Collaborative communication: social networks, instant messaging, feedback tools, etc.
• Training: MOOCs, microlearning tools, social learning, blended learning, etc.
• The proposal of ideas:collaborative innovation platforms, idea boxes, etc.