Digital Transformation: Perspectives from HR

Do you have any tips for executives working to ensure cultural readiness for digital transformation?

Yes! Here are my pointers and lessons learned.

• Articulate a clear vision, create and communicate a roadmap, and define expected outcomes. When the vision and reasons for change are not clear, people won’t value them or understand them. When they don’t understand at a high level the steps involved, they can’t adjust their tactics. Avoid gaps in intent and results by communicating with consistency and context. The transformation will affect people differently depending on the department they’re in, the role they play, the hours they work, and the customers they serve. The changes will mean different things to different people, so be ready to provide copious examples to bring the vision to life, set expectations, and get people on board. Hint: The vision is not just about the technology – it’s how people will use the technology to reach personal and corporate goals. It’s about “what’s in it for me.”
• Actively create awareness and enthusiasm for the “art of the possible.” Employees may recognize the importance to the business but still be nervous about their future with the organization, the impacts to their roles and careers, or their actual skills and abilities to deliver. It’s very natural to be apprehensive of change but, rather than just focusing on the details of the technology, be sure to assuage concerns about how changes could impact employees, customers, and partners. And make a conscious effort to convey passion and excitement for the project – your energy and enthusiasm are infectious.
• Create a culture and an ecosystem to attract the type of talent you will need from the external market going forward. Not everyone will embrace the changes. Some may leave, some may transfer, and completely new skillsets may be required. Digital transformation is not usually successful without the right type of talent to support it. You may need a talent infusion from the outside to think differently and be innovative. Start the overhaul of your organization charts, job descriptions, employer brand, recruiting processes, applicant tracking systems, etc. early to prepare to support the refreshed, future-forward organization.
• Create training and reskilling programs for existing talent. Factor ongoing training as part of your project plan and budget — and try to make it fun. Digital transformation does not always have to be intense and serious. Most folks likely can be reskilled through creative, interactive bootcamps that relay the essential details on how to use the new systems, explain again how they’re important, and allow employees to express their feelings and ideas on how to move forward and create benefits for the business. These sessions can be used to train (or retrain) — and boost employee engagement.