Taking advantage of the crisis to evolve towards a new business model: Enterprise 2.0

Estimated reading time: 4 minutes

In periods of stability, many workers settle into a routine in work. This routine as a rule is accepted by both among organization employees and directors, as apparently this enables them to optimize repetitive tasks and make efficiency highly predictable. Over the long term, however, it leads to favoring individual work, becomes a source of demotivation and halts creativity. But when the routine is anchored to the business dynamic, making changes is complex.

In times of crisis, objectives are more difficult to achieve. The efficiency evident in routines no longer seems to work, redundant tasks become a chore, and motivation evaporates. The comfort of the routine disappears to give way to the desire for change that can be felt throughout the organization. It is time to break away from the routine!

At crunch periods, communication becomes a key aspect for reassuring and preventing teams from being faced with problems. Communication must be fluid and capable of answering employees’ concerns before those rumors start to become bigger than the problem itself (remember scandals like a oil spill in Louisana or the failure in communication terms of the Japanese government in dealing with the Fukushima disaster). To make this possible, we need to be capable of listening!

Collaboration is one of the trump cards in the hands of those managing the organization to continue with a policy of innovation, especially in a period of limited means due to the crisis. We need to prioritize collective knowledge and teamwork!

Evolving towards the Enterprise 2.0 is the best means for escaping from a difficult period:

  • Structural and cultural changes are a true company project in which all employees and especially top levels need to be involved. The project unifies the company, showing that there is a vision for the organization in the long term.
  • There are greater chances that employees will take to changes more easily than in periods of prosperity: Natural resistance to change tends to dwindle as traditional models no longer work.
  • Communication processes improve and answer the needs of the company, evolving in an increasingly competitive market (see the infographic on the ROI in collaboration projects).
  • Members of the company find satisfaction in their jobs once again. Although the transitition towards a collaborative mindset temporarily disturbs employees, the exchange and communication associated with change notably increases motivation.

Implementing a collaborative culture in your organization can start to help employees to emerge from that vicious cycle of a lack of motivation typical of periods of crisis. The benefits of business productivity increase within a short time (McKinsey gives figures of between 20 and 25%). The Enterprise Social Network Zyncro is the ideal tool for accompanying you and your company in that cultural change, and making that change stick. Try it for yourself!