Why prefer an agile structure to a hierarchical one?

Struttura agile o gerarchica

Recent changes in the digital world have forced a profound rethinking of the structures of companies, which must face increasingly demanding challenges and adapt to the pressing demands of customers. Today, we talk about change management, that is the set of activities aimed at optimally managing changes within companies.

Adjusting habits is not easy at all, as people are unconsciously reluctant to change, as they fear leaving their “comfort zones”. It is therefore necessary to work first on the human aspect, identifying new objectives and new ways of working.

For this reason, we at Humable entrust the change of your company to people, even before software. If you are looking for a reliable and experienced partner, who knows how to accompany your business in the technological transition process (CTA), we are by your side. In particular, we use Agile methodologies, continuously interacting with customers to optimize processes and create customized solutions.

Change management works concurrently with digital transformation, where making technological innovations without changing habits is useless. Digital change is not only beneficial, but inevitable. Staying anchored to old and obsolete structures cuts off the wings of companies and prevents their growth, with the risk of losing the challenge with competitors, who instead equip themselves with new and modern technologies.

Hierarchical structure and agile structure: what are the differences?

Struttura agile

The corporate hierarchical structure is the model followed until a few years ago and practically imitates the scheme of a pyramid. There is one person at the top and then all the others below. The main disadvantage concerns communication, which is slow and ineffective. Furthermore, disagreements and hostilities could arise between the various departments, since each one tends to bring water to his or her own mill, rather than to the entire organization. Consequently, not everyone is moving in the same direction, so there is no communion of intent between departments. Of course, it is the end customer who bears the brunt of this, receiving a service that is incomplete and underperforming, without having a point of reference to consult.

An agile business structure, also defined as a flat structure, provides for few managerial levels. Each employee is empowered more and is more involved in the various decision-making processes. Communication between collaborators is much smoother and faster, so it also becomes easier to make important decisions. Since there are not too many intermediate managerial figures, companies can benefit from cost cuts to the benefit of the company budget. In this case, the service provided to the customer becomes more efficient, since there are definite points of reference and the customer can enjoy personalized support according to his or her needs.

The advantages of an agile structure

We at Humable have embraced the philosophy of the agile structure, as it allows us to deliver high-performance and high-quality software to our customers in a short space of time.

An agile structure gives us the opportunity to offer more solutions, reducing waste, thanks to a small but professional staff. Increased flexibility ensures faster adaptation to change, achieving goals with focused effort and fast turnaround times. The agile structure also allows problems and defects to be detected in a short period of time, so as to solve them immediately. It also permits one to pay more attention to the specific needs of the customer, providing a final product optimized and shaped according to his or her requests.

Companies that rely on us can achieve the following benefits: greater productivity, higher quality products than the competition, greater involvement and satisfaction of the parties involved, reduced risk of missed targets, and greater transparency.

The key points of change management

After focusing on the agile corporate structure and the benefits it guarantees, it is appropriate to better understand what change management is and what the main factors to consider are, in order to adapt to change.

Change management builds a path that starts from the current situation, sets a goal, and decides how to get there. There are 4 pillars of change management, established by the so-called 4P model: people, process, platform and place.

The first concept, people, aims to change people’s mentality and gradually accompany them in the transition process. The person is therefore put first, even before machines, robots and software.

Then one needs to analyze the process, which provides for the revision of the business processes in a modern and digital manner.

The third pillar, platform, refers to the introduction in companies of digital technologies to support productivity.

Finally, place indicates the rethinking of workplaces, also taking into account new modes of working, such as smart working and activity-based workspaces, where the user is placed at the center with more dynamic and functional environments.

Ultimately, this approach guarantees compliance with objectives, deadlines, and budgets, together with increased ROI.



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