與Alvanon行政總裁王靜怡及MOTIF行政總裁Catherine Cole對話

在新冠肺炎疫情期間，各國政府為了控制病毒傳播，實施限制近距離聚集的措施，遙距工作的安排也因此被廣泛採納。對各行業領袖來說，這對有效管理公司內部溝通無疑是巨大的挑戰。公司不但轉用數碼化工具作為企業的傳播方式，也重新構想不同方式轉型，讓他們得以適應新的需求，並在當中生存下來。在這個過程中，幫助人力資源和員工裝備好合適的工具和知識，以用作建立日後的技能，乃各機構的重要任務。

於2020年4月16日舉辦的《在不穩定時期領導與學習》網絡研討會中，Alvanon行政總裁王靜怡及MOTIF行政總裁Catherine Cole指出，保持員工實力和提升他們能力非常重要，因為這可以幫助他們在動盪不安的時代持續創新。

1. 審視公司現時架構

突破公司的現時的營運方式，能夠給公司一個機會重新審視他們內部的弱點。想要生存便要對現有的資源作長期規劃；如若管理層想整家公司一同推進改變，便需要挽留人才、建立保護員工的心態，向他們提供最好的技能和機會。王靜怡建議管理層在這個時期該思考如何數碼化公司、減少多餘的流程，並審視如何利用現有的技能改變公司現況。

2. 讓員工參與改變過程

認清公司工作流程中的不足，是規劃生存策略的重中之重。領袖和管理人員可透過由下而上的方式 —— 特別是跟每天在工作中需接觸各類難題的員工溝通，從而找出局部層面的根本需要。

Alvanon自2001年成立以來，借助著合作的文化不斷演進。管理層一直跟員工開心見誠討論公司的弱點和未來發展方向。Alvanon的管理層採取「授權員工」（employee empowerment）的策略，鼓勵他們分享技能，並且用來幫助整個價值鏈轉型。管理層需要聆聽員工的想法和需求，而非由上而下指示團隊該如何工作，才可以有效向他們提供指導，並藉此輔助公司改革。

3. 借助網上學習工具輔助員工

對領袖和管理層而言，構想未來必須借助員工的技能，並為他們配備迎合數碼化世界的最新技術。為員工提供網上學習工具，可更有效地達到這個目標。王靜怡指出，Alvanon幫助員工從平面的手動工作，轉為利用立體化的編程工具。3D轉型和進行虛擬合身測試等培訓課程，對現今的時裝行業可謂息息相關。而這也是Alvanon示範作為一家可持續事業，如何長期在員工身上投資。

備註：MOTIF行政總裁Catherine Cole在最近發表的一篇文章中，講解如何透過網上培訓向員工授權，幫助他們在艱難時期維持生產力、改善工作流程和提升團隊士氣。請點擊這裏閱讀有關文章。

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