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Tim Millett
Published by Tim Millett
08 October 2013

Some people are naturally better at embracing technology than others. While the onward march of computers, various applications and the internet in our working lives goes on, it can still be very challenging to embrace these changes.

That’s where good management comes in. It’s pretty obvious that when any new computer system or software application is rolled out adequate training should be arranged to ensure that everyone is brought up to speed long before the new system comes into full time play. But there are other considerations that should also be highlighted if the team performance is going to be kept to a high standard.

One good example of this is doing more than just providing those initial training sessions. Learning how to use technology in a training session is quite different from using it in a real work situation and some employees are naturally better than others at making this leap. It is also often the case that there are hiccups and glitches that are only caught when the new system is up and running in real time. By providing ways in which the employees and managers can liaise with each other to identify and solve these glitches in the fastest possible time frame the installation of any new software or technology will be made that much easier – and everyone will be able to play their part as well.

Another great way of building team confidence and coherence is by arranging feedback sessions where the employees can talk directly to the managers and tell them honestly how everything actually went in reality.

Quite often the managers will only know how things should be, rather than how they actually panned out. By filling in the gaps the management can more readily plan for future technological advances by using that newfound knowledge that comes directly from their employees.

But there doesn’t have to be a big change in the technology to make big changes in the company’s performance. Some people will naturally find it difficult to handle computer tasks but simply won’t want to speak up and ask for help.

It is precisely these situations that are hard to spot, but they can be easier to identify by ensuring that the bonds between management and employees are strong and are open to two-way conversations. Sometimes employees feel that they cannot approach their managers and this doesn’t help to create a fully functioning work environment.

In the end it is essential that employees of all levels are encouraged to enhance their skills and embrace the technology they need to work with, and if managers can identify the best way to do just that with each employee they will be better able to improve the performance of their whole team. Ultimately everyone has the potential to effect the people around them and it is vital that this effect is positive if the best team performance is to be achieved.

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