2020 has forced the flexible working environment upon most organisations and their employees. Whether working from home or on site, the way in which employees must work and communicate internally and externally has changed. In turn, digital transformation efforts have accelerated at an exceptional rate according to Red Hat’s 2021 Outlook report.
Perhaps more alarming is that 16% of IT decision makers suggest they have not even started actively pursuing digital transformation initiatives according to the study. This may be down to the sentiment that although culture change is important, only 6% identify evolving culture at the top of the priority list.
26% of IT leaders identify culture change as an important part of digital transformationRed Hat’s 2021 Outlook report.
To ensure that businesses have the right technology in place for their needs, it is vital that IT leaders foster enthusiasm for digital transformation at every level of the company, demonstrating specific benefits and measurable outcomes.
Let’s explore three ways in which company leaders, CIOs and CTOs can drive digital transformation, providing the clear leadership required to take the organisation to the next level.
- 1. Empower your employees by automating operations
When you are paving the way for digital transformation, establishing an automation culture is an essential first step. Resisting change is a natural human behaviour, but by engaging employees from the outset, you can demonstrate the benefits of digital transformation and rely on their support as you take your business to the next level.
If employee productivity and performance is enhanced by improvements to IT infrastructure, unified communications, and collaboration technology, then digital transformation can be a welcome advancement to an employee’s day to day activities.
- 2. Define KPIs and rationale for digital change
You would measure any new strategy against chosen success indicators, and digital transformation is no exception. It is likely that the successes will be seen across the whole organisation, particularly where the new approaches enable better communication and collaboration.
Establish the impact of change on specific departments or teams, as well as individuals within those teams. Implement score card systems or measurement tools to track the effectiveness of newly integrated technologies.
Leaders should be clear in communicating the rationale for change and how the change is being measured. Often an employee’s fear is that these technologies allow the organisation to more closely scrutinise their work and productivity.
As with any change the implementation is often the most disruptive stage but measuring and monitoring as you move forward with new technologies is key.
- 3. Support employee wellbeing and internal communications
Zoom, Microsoft Teams, Skype, Slack, and WhatsApp are just a few of the leading communication platforms that are now household names for both work environments and communicating with friends and family.
Intelligent integration of these platforms across organisations can maintain and evolve an enriched company culture. When physical human interaction is limited or removed altogether, we can only rely on technology to continue our social aspects which are so important to the human way of nature.
Imagine a lockdown without team video conferencing. Business leaders must encourage and create environments where good communication is central to the business. This encouragement and gradual uptake of new communication technologies will allow employees to feel both included and supported by the organisation.
When you contribute towards the quality of life of your employees, you are also contributing towards their performance.Sylvia Metayer Chief Growth Officer, Sodexo
At Portman Tech, we believe in connecting you with technology that enhances your team’s performance and competitive edge.
We have extensive experience in providing IT consultancy services, helping leaders find the right solution for their business.