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How Should You Effectively Communicate Change in the Workplace?

Change is an ever-present reality in the workplace, requiring businesses to constantly adjust to many factors, including technological advancements, market dynamics, and internal restructuring. Within the workplace setting, these changes can disrupt established routines, generate a sense of uncertainty, and evoke resistance among employees.

However, successfully navigating change requires more than just implementation. It necessitates effective communication. Therefore, establishing a robust communication strategy becomes crucial to mitigate these challenges and foster a smooth transition. 

This article explores the importance of effective communication during workplace change, highlighting how it promotes understanding, builds trust, encourages engagement, and ultimately contributes to successful change implementation. 

1. Understanding the Change

Change in the workplace encompasses various types and is driven by different reasons. 

  • Organizational changes can include structural changes, such as mergers, acquisitions, or reorganizations, aimed at improving efficiency or responding to market demands. 
  • Process changes involve modifying workflows or implementing new technologies to enhance productivity and streamline operations.
  • Policy changes may occur to comply with legal requirements or address evolving industry standards.
  • Leadership changes, such as executive transitions, can bring new strategies and direction.
  • Economic factors, market trends, competitive pressures, or the need for innovation are common catalysts for change.

Understanding change is essential for maintaining a positive employee relationship. Organizations can address concerns, alleviate resistance, and foster a sense of trust and transparency by comprehending the reasons behind the change and its potential impact on employees.

Not to mention that recognizing common reactions to change, such as fear, uncertainty, and loss, makes it much easier for organizations to tailor their communication strategies effectively, promoting employee engagement and cooperation throughout the change process.

2. The Role of Leadership In Communicating Change

Leadership plays a pivotal role in effectively communicating change in the workplace. Leaders must demonstrate active involvement and unwavering commitment to the change initiative. 

By embodying thought leadership, leaders inspire confidence and create a sense of purpose among employees. Fostering trust and transparency is equally important. Leaders should clearly articulate the vision and goals of the change, openly addressing concerns and providing regular updates. 

Establishing open lines of communication and active listening to employee feedback also helps build trust and encourages a collaborative approach. When leaders effectively communicate change, they foster employee engagement, minimize resistance, and drive successful change implementation.

3. Crafting The Message

Crafting the message for communicating change in the workplace requires careful consideration. It involves identifying key messages and objectives that align with the company culture and resonate with employees. 

Effective and concise communication, utilizing formal writing words and language, plays a vital role in conveying professionalism and establishing credibility. It is crucial to tailor messages to different stakeholders, taking into account their specific concerns and interests. 

By customizing the message, it becomes more digestible and engaging. The message should clearly and articulately outline the purpose, benefits, and expected outcomes of the change while also addressing potential challenges. This, in turn, can create a shared understanding and foster a sense of unity among employees.

4. Choosing The Proper Communication Channels

Selecting the proper communication channels is essential to captivate the audience and effectively convey change in the workplace. The choice of channels should align with the nature of the change and the target audience. 

Channels such as company-wide emails, intranet portals, or town hall meetings may be appropriate for broad announcements or updates. Platforms like team meetings, small group discussions, or online forums can be utilized for more interactive and personalized communication. 

Social media platforms and digital newsletters are effective for reaching a wider audience. By carefully selecting communication channels, organizations can ensure the message goes to employees compellingly and engagingly, fostering better understanding and buy-in during times of change.

5. Creating a Two-Way Communication Process

Creating a two-way communication process fosters meaningful engagement, empowering employees to contribute their ideas and perspectives actively. 

By creating an open dialogue, organizations facilitate a smoother transition by ensuring that employees feel heard and valued. It promotes a sense of ownership and involvement, as employees are given opportunities to share their insights and suggestions.

This collaborative approach strengthens employee morale, enhances problem-solving capabilities, and cultivates a supportive environment where everyone is invested in the success of the change. 

Ultimately, the two-way communication process drives positive outcomes and facilitates a seamless transition throughout the change journey.

6. Training and Support

Identifying training needs is crucial to equip employees with the necessary skills and knowledge to adapt to the change effectively. Organizations should provide resources such as training programs, workshops, or online learning platforms to address these needs. 

Additionally, establishing a support team or mentorship program can offer guidance and assistance to employees navigating the change process. 

Investing in training and providing comprehensive support can empower employees to embrace the change, reduce anxiety, and build confidence in their abilities. This contributes to a better transition and enhances overall employee performance and satisfaction.

7. Overcoming Resistance and Conflict

Overcoming resistance and managing conflict is crucial for successful change implementation in the workplace. Organizations can employ several strategies to address opposition and handle conflicts effectively. These include:

  • Actively listening to employees’ concerns and empathizing with their perspectives.
  • Providing clear and consistent communication about the change, addressing misconceptions, and highlighting the benefits.
  • Involving employees in decision-making processes to foster a sense of ownership and engagement.
  • Offering training and support to help employees adapt to the change and build necessary skills.
  • Implementing conflict resolution techniques, such as mediation or negotiation, to address conflicts constructively.
  • Recognizing and celebrating small wins and positive outcomes to motivate employees and promote a positive change culture.

8. Monitoring and Evaluation

Collecting feedback from employees and stakeholders provides valuable insights into the effectiveness of communication efforts. By implementing surveys, focus groups, or one-on-one interviews, organizations can gather feedback on the communication’s clarity, relevance, and timeliness. 

Additionally, measuring the impact of communication on employee engagement, morale, and understanding can be achieved through metrics such as employee satisfaction surveys or communication effectiveness scores. 

For example, a study found that organizations with high levels of employee engagement during change initiatives experienced 22% higher productivity and 25% higher profitability than those with low engagement. 

Monitoring and evaluation allow organizations to make data-driven adjustments and improve communication strategies, ensuring continuous improvement throughout the change process.


In conclusion, effective communication is a crucial element in successfully navigating change in the workplace.

By implementing the strategies discussed in this article, organizations can create a supportive environment where employees feel engaged, informed, and empowered during times of change. 

Prioritizing effective communication during change will allow organizations to navigate transitions successfully, foster a positive work environment, and drive positive outcomes for both employees and the organization. As a result, employees can work better, increasing productivity and achieving organizational objectives.

The Power of People-Focused Businesses

In today’s fast-paced business world, it can be easy to get caught up in pursuing profits and growth at all costs. However, an increasing number of successful companies are shifting their focus towards prioritizing their people—whether it is their employees, customers, or the wider community.

You would think this is likely a feel-good trend, but it has been proven that people-focused businesses can reap many tangible benefits. Here’s why it’s crucial to always put people first in business.

Why Businesses Should Put People First

A people-focused business highly values its customers’ and employees’ satisfaction. Companies like these prioritize human interactions and relationships over profits, recognizing that a positive work environment and customer experience are critical to long-term success.

Businesses that take a people-centric approach do this for several reasons. For one, a people-focused company leads to increased employee motivation and satisfaction. Employees are more likely to be productive and committed to their company’s success because they feel cared for and valued.

Putting people first also means customer relationships improve. Businesses prioritizing their customers’ needs create a positive customer experience, leading to repeat business in the long run.

Additionally, a people-focused culture presents a positive impact on the business itself. It’s the right thing to do because when you take care of your employees, they care for the customers. As a result, companies perform better financially and have the power to make a positive impact on society.

What You Need to Build a People-Focused Business

Building a people-focused business requires a deliberate approach. Here are the key elements you need to prioritize a people-centric culture.

A Clear Purpose and Values

In a McKinsey survey, about 82% of organizations stated that purpose is crucial, but only half said that pursuit led to impact. A clear goal aligning with the company’s core values is critical because it guides decision-making. It also shapes the overall direction of the business.

In the workplace, articulating the company’s purpose to stakeholders, investors, customers, and employees is crucial. That way, everyone is working towards the same goals.

Values are equally important when building a people-focused business. They should have a means of treating employees and customers respectfully, fairly, and compassionately. When developing company values to create a people-first culture, businesses should look for opportunities to put them into practice.

Overall, this allows everyone to have a system where you empower your people to participate in self-management. That way, employees put forth their best effort and energy into their productivity.

Strong Leadership

Company leaders are crucial to this aspect because they inspire and motivate employees to strive toward common goals. Therefore, strong leadership is essential for creating a people-first business culture. That’s because leaders can build trust and make tough decisions that prioritize long-term success over short-term profits.

Strong company leadership means leaders must lead by example, modeling the behavior they expect from others — and providing guidance and support to employees. Business leaders often forget these aspects because they focus too much on their overall responsibilities.

In fact, studies show that more responsibility changes the way you think, preventing you from paying attention to how your behavior can affect others. Yet, if you set goals for yourself, you can achieve higher greatness that leads you to make employees feel included.

By creating a culture of trust, respect, and collaboration, strong leaders can inspire workers to be productive and lead the company to ultimate success.

Customer and Employee-Centered Policies

A people-focused culture succeeds when businesses have policies centered around their customers and employees. Such policies should be grounded in all aspects of the company, from hiring practices to customer service.

With a customer-centered approach, companies must prioritize customer needs and satisfaction. They can achieve this by providing personalized attention, creating quality products or services and practicing business ethics. Placing the customer first means businesses build better customer relationships — increasing customer loyalty and positive word-of-mouth advertising.

When creating employee-centered policies, consider focusing on their well-being and growth. These should include fair compensation, development opportunities and a positive workplace environment. In turn, businesses can improve their employees’ satisfaction and retain more workers successfully.

An Example of a People-Focused Business

One example of a people-focused workplace is Patagonia, an outdoor clothing and gear company. Patagonia strongly focuses on sustainability and environmentalism, which is reflected in its business practices and product offerings. However, it is also known for its employee-centric approach.

Patagonia offers its employees a range of benefits and perks, including on-site childcare, paid time off for environmental activism, and flexible work arrangements. It also pays its employees a fair wage and provides them with career growth and development opportunities.

In addition to its employee-focused approach, Patagonia prioritizes its customers’ needs. It offers a lifetime warranty on all its products and encourages customers to repair and reuse their gear instead of buying new products.

Overall, Patagonia’s people-focused approach has helped it build a loyal customer base and a strong reputation for sustainability and social responsibility. By prioritizing its employees and customers, Patagonia has created a positive work environment and a brand that resonates with consumers who value ethical and sustainable business practices.

Creating a Positive Impact Through the Power of People-Focused Businesses

People-focused businesses are more than profit-making machines. They put people first by focusing on the development and well-being of their stakeholders, including employees and customers. By prioritizing people within and outside the organization, you can create a culture that leads to immense growth and success.

Too many businesses are criticized for putting profits before people. However, emphasizing people-first culture can make your company a beacon of hope. You show that it is possible to be successful while making positive changes—and that a business’s greatest asset is its people.

Get the Most Value From Your Users with Continuous Onboarding

I know you’ve heard the saying: first impressions are important.

And I’ll sound lame saying this, but I couldn’t agree more!

Every product I’ve used, every platform I tried to adopt, every video game I played, and every business I became a part of— what determined whether I would stay was their first impression on me, which is established through user onboarding.

What is User Onboarding?

User onboarding is the most important part of a user’s journey, the part where they are introduced to your product and they make the decision to continue with your business… or not.

You are familiar with walkthrough videos on products, hours of introduction sessions to platforms, and mostly boring tutorials in video games; they are all meant to onboard you to the product.

But what happens once a customer or employee completes the onboarding process? When they have done all the tasks on the onboarding checklist and have reached their “Aha!” moment? Should it stop there? No way!

User onboarding must be an ongoing task for every business in order to increase retention and eliminate churn. 

Which brings us to the question:

What is Continuous User Onboarding?

Continuous User Onboarding refers to not ending the onboarding of a user after their initial “Aha!” moment, but to continue it throughout their lifetime.

After your users are successfully onboarded for the first time and become a fan of your business, whether they are employees or customers, they may not stay that way forever. The great relationship each have with your business will diminish over time.

This is where continuous onboarding rushes to your aid. By onboarding your users again and again, you keep them at their success status as a fan.

The aim is to assist users to repeatedly find new value within your offering. A successful onboarding process helps users advance further by revealing what is more beneficial for them.

Promoting new features for an existing user is a great example, as you will be able to encourage them to achieve more with your product.

Why Should Your Onboarding Be Non-Stop?

Onboarding illustration

Onboarding is not a task that can be accomplished just with a pretty-looking interface design or an interactive product walkthrough.

You need to be there for your users each time they are in need and put forward the next cool feature to increase the value of your product. Your onboarding should never stop mainly because of one single reason: to increase the Lifetime Value.

An increase in the Lifetime Value can be seen via changes in 4 other metrics.

Increase Product Adoption

As your users reach success through onboarding, they will increasingly enjoy the experience you offer.

Each time they complete a task, they will like your platform more.

Also, as they learn your product well and add it to their arsenal, your product will become indispensable.

Therefore, non-stop onboarding after the initial onboarding process will boost your product adoption rate.

Improve Your Retention Rates

Keeping your users happy will help you to improve your retention rate as well.

As your users adopt your product and achieve success without experiencing errors or examples of bad UX, they will come back for more!

Encourage Upsells and Expansions

How can you earn more from customers?

In order to acquire a considerable amount of increase in revenue by upsells and expansion, you have to sell more than the product your users have already bought/subscribed to.

If you keep successfully onboarding users, they won’t hesitate to buy more products and features from you.

Eliminate Churn

Churn Rate

91% percent of users will churn rather than trying to fix their problems with your business.

They will choose the easy-way-out strategy over waiting for you to fix their problems. This is highly dangerous for every business— your inability to decrease churn can signal the end of your success.

Therefore, it’s best to act before your users churn. You can always evaluate the data from your onboarding processes and come up with a solution to the problems they are experiencing or improve your onboarding process overall.

How Continuous Onboarding Can Be Applied to your Business

So now we know what it means to onboard users continuously and why you should adopt such a method, we need to learn how.

I have come up with three ways to apply continuous user onboarding to your business right now:

1. Be There When They Need You

You have to be there when they need you!

a. When they want to reach out to you for help

So a user of yours is stuck with your product, doesn’t know what to do and requests help.

This is the biggest chance to onboard a user once again. They are far from the path to customer success they need to be on and you need to onboard them again onto this path.

What you should do in this case is to offer self-help centers, conversation portals, and interactive guides so they can easily solve their problems by themselves.  

b. When they don’t know they need you, but they do

The other case is, you might be sure of the stage of their journey your users will struggle with and help them once they get to that stage.

customer retention graphic

Some of the good user onboarding or CRM tools help you establish action-based processes so that you can keep contacting the user at the right place and time throughout the user lifecycle.

In these cases, you can identify and fix the pain points of the users related to the product or you can make sure they have what they need when they need it.

2. Highlight Features and Updates

Highlighting a new feature or the latest update is a must-do for all SaaS and other businesses.

To increase user engagement and improve feature adoption, you have to set guides or checklists that help users explore the brand new iteration of your new product.

3. Offer Valuable Content

Along with helping your users explore the value of your product over and over again, you can try to provide them with additional value.

This value may range from an article related to your audience’s interests to a detailed guide on how they can use your product or service more efficiently.


You can’t ignore the fact that user onboarding never ends, so what will you do about it?

If you keep offering value throughout a user’s journey, they will be onboarded again and again, until they become promoters of your platform and stay for the long haul.

What Most Businesses Get Wrong About Company Culture

Every business wants a great company culture. It’s something that can’t be manufactured, faked, or copied. It has to come organically— and not just from the people at the top. 

Bad Company Culture

Company culture is made up of values and beliefs that every employee who contributes to your business shares. A strong expression of your company’s beliefs doesn’t just help you attract future employees; it gives candidates an immediate sense of whether they’ll be a good fit. 

Looking at it the other way, lack of company culture can create toxic environments, leading people away from your business. 

Your business culture shouldn’t just be easily seen when someone walks through the door. It should radiate on social media, on your website, in your emails, and anywhere else you have a presence. 

But how often does that happen, really? It’s rare. And for a reason that everyone knows, but few acknowledge:

Company culture is meant to be celebrated, not enforced.

We all understand how important our values are, both on a macro level and with daily operations. But too often we spend time worrying that people aren’t practicing what they preach. So we subconsciously enforce, reminding teams what the party line is without engaging in honest conversations. 

It’s habitual. But there are ways to break the habit while turning belief statements into feelings that resonate with every single employee. Here are a few ways to do it:

1. Collaborate On Company Beliefs

Have honest conversations with your employees about what they value in work and in life. Keep the focus away from your company. Instead, allow people to dig deep into asking themselves the kinds of questions they rarely ask of themselves on their morning commutes.

erp company culture representation

A great way to do this: search for the “why.” Why do we get up every day? Why did we choose this type of work? Why are we looking forward to the future?

“If you are lucky enough to be someone’s employer, then you have a moral obligation to make sure people do look forward to coming to work in the morning.”John Mackey, Whole Foods Market

If you’re hesitant to ask these questions, it’s a sure sign that your workplace culture isn’t as strong as you’d like it to be. For that reason alone, you need to ask those questions. When you do, you’ll build stronger teams and bonds between people. 

When just a few people create company values, you’ll naturally feel like you’re enforcing them because you didn’t get buy-in from your employees. People will think: “okay, this is how I’m supposed to feel.” 

The more all employees can participate in the process, the more proud they’ll be to express shared purpose— because it actually includes them.

2. Turn Belief Into Action

Once you’ve established the shared values and beliefs that comprise your company culture, turn them into action. Ask yourself: what does this belief look like

For example, if it’s important for your company to be a part of your local community, think about how to express that. Set up volunteer days to get your employees working for a local organization or community initiative. Not only is it great for team building, it shows people what being part of a community actually means. 

There are other ways to do it, too. Hold meet-and-greets, host events, and let other people from your local community into your office. Communities and neighbors have the ability to support each other; give people a chance to experience it first-hand.

Now consider extending that belief: when your company responds to emails, speaks with customers, or sends out updates, how can they communicate a sense of community?

No matter what your company’s shared beliefs are, you need ways to express them in daily work. When that happens, people turn from just having beliefs to living them.

3. Emphasize Employee Talents

Chances are, someone at your company is a great visual artist. Someone else is a great storyteller. Someone else is a great musician.

Give your employees the opportunity to express your company culture in creative ways. Again, don’t enforce this— just build it into the architecture of your business.

Happy work culture

A great way to do this is to nominate a belief advocate on a rotating basis. Give that person full creative control over how they want to express the belief(s). Doing this makes people feel ownership of the values that comprise your company culture. Each person will be able to express a value that no other person can. 

You’ll also show your employees that their creative talents are appreciated. Those talents may have absolutely nothing to do with their daily work. But they could have a lot to do with the people behind that work. Never forget: company culture is about people, and really not much else.


You could read another blog with statistics about how important company culture is… as if that would convince you. Those stats miss the point entirely: great company culture is a feeling, a state of mind, and (at best) a creative expression.

Company culture is less about getting your employees “on board.” It’s much more about finding honest, open, and shared ways to inspire and support beliefs. With a little thought and planning, you can create a better workplace environment and nurture the heart of what makes businesses run best.

All-In-One Business Management Software Determines Your Workplace Culture

Every organization wants a good workplace culture, and we often assume that good people are the key to getting it. Colleagues who can communicate well work better in teams. Those who share and report data can lend clarity to projects and help define roles within them.

But what happens when “good people” are slowed down, confused, or mistaken? It happens all the time. More often than not, software is at the root of the problem.

We don’t always suspect software to cause issues in workplace culture. Or do we? Chances are, people within any organization are constantly frustrated by the inability of the management software they use to help them do their jobs. And we tend to take that frustration for granted.

People point fingers at people, not software. When data goes missing, when errors appear in reports, or when someone misses a project deadline, we assume they haven’t done their job well.

Here’s the truth: bad software can cause those problems. Good software can solve them.

Why Positive Workplace Culture Matters

As much as we want to believe happy hours, holiday parties, or breakroom birthday cakes are an integral part of office culture, they merely support it. Proper communication methods, coupled with access to information, are how workplace culture actually gets created.

Workplace Culture

Increasingly, we use software to manage the ways we communicate and solve problems. From even the most commonly used communications like scheduling meetings to assigning tasks, long gone are the days when an organization relies on paper, phone calls, and faxes.

According to an article by the Harvard Business Review, “550 million workdays are lost each year due to stress on the job.” Drawing on studies by the Queens School of Business and the Gallup Organization, the article further notes:

“Disengaged workers had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects. In organizations with low employee engagement scores, they experienced 18% lower productivity, 16% lower profitability, 37% lower job growth, and 65% lower share price over time. Importantly, businesses with highly engaged employees enjoyed 100% more job applications.”


Those statistics should matter to anyone who believes their organization should be productive and profitable. That’s a nice way of saying they should matter to everyone.

Software Defines Workplace Culture. For Better or Worse.

The reason software defines workplace culture is simple: software defines your process.

Here are three common examples that prove it:

  1. The Hiring Process.  As I recruit my best candidates and choose my hires, I want to make sure I onboard them seamlessly into my company. That means I’ll need a way to share our documented values, beliefs, and practices from the moment of hire. When I do that, I immerse my future employees in organizational culture before they even walk in the door for their first day on the job. 
  2. Project Management. What about when I’m putting people on a new project? I need a way of assigning roles, tasks, and milestones. Then I need a way of tracking progress, where I can easily see what work has been completed, make changes if necessary, and communicate instantly to any or all team members. If I don’t have an accurate, instant tracking method, I can count on being confused about project status. I shouldn’t be surprised, then, when work isn’t completed on time.
  3. Data Management. If my employees are double-entering any company data, they risk making mistakes. Because they’re human. Errors are understandable, but that doesn’t make them acceptable. The only way I can truly avoid errors, in this context, is to eliminate the process that causes them.

Good Management Software = Good Culture.

Software plays a critical role in all three of the scenarios above. But is the formula really so simple?

final puzzle piece for all in one business management software

It can be. The right management software helps you centralize and share data. If the information is easily accessible across your entire organization, your employees won’t waste time searching for documents.

That means less frustration, more productivity, and better teamwork. With streamlined information flow, there’s no one to blame when things get lost— because they don’t get lost.

Of course, it’s possible to have no software to attempt these processes. In some cases, that might be better than using the wrong software. But for a business in this era, it’s not possible to truly streamline your processes and to meet modern demands and standards with paper receipts and ledgers.

Simply, you’ll never be competitive without software-driven process management.

How to Audit Workplace Problems Caused by Software

If you’re concerned that you have a workplace culture issue that’s being caused by your software, you’re not alone. Employees bang their head on computer screens all the time because their software is failing them.

You may never hear about it, though, because you can’t simply have a conversation with your software and make it better. For this reason, many software users complain in silence, assuming that nothing will change.

Here are some simple steps you can take to find out whether (and where) software is causing process problems:

Step 1- Take Stock of Your Software. Before you do any outreach, you’ll need to tally the different software products you use and categorize their purpose.

Keep in mind that having a collection of management software products might be the cause of your culture and process issues. Separation creates silos, resulting in a jumble of applications that manage different divisions.

Too often, those applications don’t talk to each other. Or perhaps they did once, but arbitrary updates cause bugs that shut down communication.

A single management system, whose purpose is to bridge the communication divide between departments, is preferable to patchwork software. With one system that everyone can use, you’ll be able to connect your entire organization.

erp software tablet

Step 2- Survey Your Employees. Your workforce will be the best source of both positive and negative feedback about the software they use. Once you’ve identified your software list, create an internal survey. Anonymous surveys may yield more honest responses, but you’ll know what works best for your culture.

Make sure your survey contains questions that will generate the kind of feedback you’re looking for. You’ll need to ask about ease of use, time spent on processes, and perceived benefits and detriments of each application.

Step 3- Evaluate Feedback. Listen to what people are saying. If you find a high enough volume of negative feedback related to any one software product, it may be safe to assume that you’re only seeing the tip of the frustration iceberg.

At this point, you should speak with managers directly. Ask them to walk you through some of the processes they feel could be improved. You can draw some telling conclusions from an in-person evaluation.

Step 4- Plan for Improvement. Changing a product or process is one of the most difficult decisions organizations face.

It’s important to remember that this kind of change is meant for collaboration, connectivity, and more efficient work. If you arrive at the decision honestly, after proper evaluation, you should be excited by the possibility of leaving inefficiency behind.

Looking for Improvement

Your improvement plan will include either assembling a team or tasking department managers to replace the software that’s slowing you down. You’ll need to consider how much you need to replace and whether a single solution is the best way to go.

Choosing cost-effective enterprise software allows you to use only what you need, at a pace you control. For example, you may just want to connect your accounting to your CRM. Should you want to track inventory, or manage projects through the same system, you’ll be able to do that.

You’ll also want to think about data security, and whether cloud-based software will be best for your organization. After thorough research, you might find that a cloud option is far safer and affordable than maintaining your own data center.


It may seem surprising to some people that business software holds such sway over culture. In truth, the software seed was planted decades ago, and we’re only now reaching the point where the ways we work, communicate, and grow can all be determined by the software we use.

The power of the right management software, then, is that it can be an agent of change.

No organization needs to feel the stress of slow process or the fear of working in the dark. Making the choice to empower your workforce with connected, dynamic software is the crucial step toward the kind of longevity and success that only comes from having a stronger culture.