There is much more to digital transformation than meets the eye. Technology Alone Can't Get You Across The Finish Line Leaders should work through these with their teams if left unchecked, these pain points can accumulate and corrode over time into deep job dissatisfaction. Frequent pain points cannot be thought of as “the price we pay” for using a particular tool or technology. Leaders must regularly reassess their organization’s tech stack and the ways their teams interact with it. Digital transformation must be treated like a continuous, people-first process. If this sounds like a lot of work, that’s because it is. Are there workflow bottlenecks, and at what stage do they happen? Are communication breakdowns a regular occurrence? Overall efficiency goes beyond technology itself teams must have all they need to operate, communicate and solve problems with ease. Leaders must ensure their workplace is resilient enough to withstand the pressures it may face during digital transformation.īeyond technical training on new tools and processes, leaders must dedicate time to soliciting and addressing employee feedback. But no matter how advanced new technology is, it will be incredibly difficult to maintain efficiency with a volatile workforce and a brittle corporate culture. One of the primary goals of embarking on a digital transformation is to attain new levels of efficiency. Are team members leaving due to more attractive opportunities, or are there points of friction with company culture? Have they been given the resources and support they need to succeed? Do they feel the company is “moving on” without them? If, despite their best efforts, leaders find that attrition is still occurring amid a digital transformation, they should take steps to determine why. Preserving institutional knowledge, talent and support is crucial during any digital transformation. With one substantial organizational shift already underway, the last thing businesses need is a mass exodus of employees who no longer feel valued or appreciated. Time and resources must be allocated toward upskilling and re-skilling as needed. Leaders should work closely with employees who may be impacted by these changes to help them understand how their roles may be shifting.
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Most digital transformations involve automating manual processes, which in turn leads to a change in some employees’ responsibilities. Reskilled Employees Won’t Feel Left Behind For team members who may feel overwhelmed by the technological change, it can be helpful to have a familiar face guiding them along the way. If hired internally, these “change managers” will also bring interpersonal benefits since they’re already familiar with the company, its teams and its culture.
These associates are the first to learn about new tools and technology they master all new processes and workflows and serve as dedicated resources who are there for the long haul. In my experience, companies with the most digital transformation success are those who appoint dedicated staff members to the change management process.
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