Adapt behavior to new technologies … in … – ITRManager.com

Tuesday, September 30, 2014

The stakes are high: deploying collaborative solutions and unified communications, you can give your employees the ability to communicate, share ideas and work from anywhere. Your employees are available and operational, and save valuable time helping to enhance productivity, innovation and value creation within your business.
 You are winner down the line.

On the financial side, collaborative solutions and unified communications also have many advantages, as revealed by several studies conducted among others by Cisco and Avaya. They offer a period of less than one year profitability and return on more than 100% in just a few years investment. Best of all, 74% of companies have even been an increase in monthly sales of at least $ 5,000 per sales representative.

But there is a but … The majority of workers are often reluctant to take the plunge not new technology. And when they do, they do not use them wisely. In a recent survey, as many as one third of IT managers indicated that the rate of adoption of UC was less than 10%. In view of such a figure, should lose all hope?

Dispose of old habits
 This is mainly due to the fact that most employees remain scarred by previous ways of communication. IT managers do not always understand that IT is a matter of habits, but also in behavior. In practice, the deployment of collaborative solutions and unified communications is usually followed by, at most, a few hours of training. And that’s it. Then, six months later, everyone is surprised that the mayonnaise does not … However, as it is to change some deeply ingrained habits of communication – such as sending e-mails, there surprising to observe less than 10% adoption rate. So what to do?
 The old methods of technological literacy are not suited to the development of UC. But new theories and methods in the field of behavioral economics can help us overcome some resistance. By studying how people make decisions, it is possible to encourage them – gently – to make good choices, such as to accept to use new collaborative platforms. Like the elephants with their young, it is simply to push gently but decisively, to act in the right direction. This method, known as the theory of “nudge” (nudging, English) has already delivered very promising results.
 The central idea is to subconsciously affect people’s choices to encourage them in the end to opt for the solution that you want to highlight. And for that, there are many tools

surprisingly simple.

It has been shown that we eat less in small plates. Or that we have less tendency to throw papers in the street when we see road markings leading to dustbins.

So, if we could design smaller boxes mails or make a mark ranging from mail boxes to a UC platform, it would help us achieve our goal. We have not tried these methods, it must be admitted, are pretty ridiculous … By cons, what we can do is play on a basic need of the human being: to be part of a group.
 Play the card of “social ownership” is very effective. If we sometimes tend to think that we are unique, we do not like to behave less like the others. An example: Reuse your towels at the hotel is a gesture Ecology – this we know. Yet we do not always do. But we become more “disciplined” when we learn, by reading on the door of the bathroom, that 75% of visitors reuse their towels.

The incentive smooth, weapon Ultimate
 A “boost” effective helps encourage employees to change some habits every time without appeal to their will. To move in this direction, here are some approaches
 · Ask your colleagues to use collaborative solutions and other new technologies in a visible, and put forward explicitly the benefits they provide.

· Give your colleagues Activity indicators and offer them the opportunity to announce their results to compare them with those of others. Nothing like a little competition between friends to increase the rate of adjustment

· Visibility plays a central role. When you decide to change a habit, create a forum where your colleagues can talk about their new behavior and gain recognition from their peers.

· Provide peers how to put forward a new behavior is also very effective. Jabra is testing whether the use of small objects can encourage, sometimes with humor, to encourage them to take some habits

In the past, this joke regularly returned in the conventions of leaders. “What is the way Fastest of losing your job? “Answer:” In trying to convince the committee to invest in a computer major system! “Today is not the case. Watch the elephants and you will know how to keep your deadlines and goals – or lose your job

About Jabra
 Jabra is a brand of GN Netcom, a subsidiary of GN Store Nord A / S (GN) listed on NASDAQ OMX. With a workforce of about 925 employees, the Group posted an annual turnover of 2.612 million DKK in 2012 the leader in its sector, Jabra develops, manufactures and markets a broad range of hands-free communications solutions . Over the past two decades, Jabra solutions have carved a strong reputation for innovation, reliability and ease of use. Headsets wired and wireless, mobile and office Jabra speakerphones enable strengthen freedom of movement, comfort and productivity of individuals and businesses.