Ignoring the Human Side of Tech Enablement

In our previous article, we discussed whether culture is preventing technology deployments achieve their potential to deliver efficiency, growth and profitability.

If you’re wondering how resistance may be manifesting in your employees’ behavior, here’s what we think are the most common displays of disengagement with what’s going on around them.

1. Technology's Role In The Bigger Picture

Employees feel disconnected from the new technology because they don't understand why it has been procured, and aren't clear with how it aligns with their day-to-day work or the company’s mission. They may view the technology as a “management-driven initiative” rather than something that will add value to their work by delivering better results or saving them time.

This results in disengagement or indifference toward adopting the tools, as they don’t see the bigger picture. This creates a sense of alienation, and they may actively resist the technology, questioning its purpose and undermining leadership's efforts to foster buy-in across the company.

2. Avoiding Open Communication and Feedback

Employees hesitate to provide feedback or communicate concerns about the new technology. They might feel that their opinions won’t be valued, leading them to avoid discussing problems they encounter. Instead of sharing their thoughts, they may simply comply without actively participating in the adoption process, making it harder to identify issues or areas for improvement.

3. Disengagement from Continuous Training

Employees may skip training sessions or participate passively, not taking the time to learn how the technology works or how it could improve their workflow. They might view training as irrelevant, feeling that it’s unnecessary or that the tools won’t benefit them (which in some cases may be accurate). As a result, they miss opportunities to build skills and become proficient with the new system, leading to frustration when it comes time to use the technology.

Furthermore, employees can be resistant to seeking help from internal champions or tech-savvy peers. They might be reluctant to ask questions or learn from others, feeling that they should be able to figure things out on their own or that the technology isn’t worth the effort. This behavior can create isolation, where employees continue to struggle alone rather than leveraging the support network available to them.

4. Ignoring Milestones and Successes

Employees show little to no enthusiasm about celebrating progress or milestones related to the tech adoption. They may dismiss achievements, whether personal or team-wide, as insignificant or irrelevant. This behavior can dampen morale and signal a lack of investment in the new technology, preventing a sense of collective accomplishment and contributing to a lack of motivation to continue with the adoption process.

5. Having a Fixed Mindset

The pace of adoption can also be a point of frustration for employees. Too much enablement can eat into their working schedules, while too little can leave unanswered questions and poor adoption. They might become annoyed by the time it takes to learn the new technology and expect immediate results as the demands on them remain the same during the transitionary period.

When faced with obstacles or difficulties, they may give up quickly, adopting a fixed mindset and refusing to adapt to new workflows or tools. This resistance to change can make it difficult for them to get past the initial discomfort of learning something new.

6. Solving Employee Resistance to New Technology and Work Practices

Employees view the new technology as a purely functional tool rather than something that could enhance their work experience. They may feel that the company is more interested in efficiency or performance than in supporting their personal or emotional needs. This detachment from the human side of tech adoption can lead to a lack of engagement and increased frustration with the process, as they don’t feel emotionally connected or supported through the transition.

Summary of Behaviors for Non-Engaging Employees

Employees who aren’t engaging with the changes will often demonstrate passive resistance, frustration, and a general lack of interest in the new technology. They may feel disconnected from the company’s strategic goals, avoid seeking help, and skip training. These behaviors not only impede their ability to successfully adopt new tools but can also create a ripple effect, lowering team morale and slowing overall adoption across the organization.

Without buy-in, these employees are more likely to undermine the success of the tech enablement process, prolonging the time it takes for the company to realize the full benefits of the new technology.