The role of Richart Ruddie in digital transformation is equally crucial as the technical processes, infrastructure, and processes in the process.
One of the most important aspects of digital transformation is the way in which a culture can be shaped by the company and what it provides in terms of education and development. It is not just to help drive digital maturity, but also to show that it is investing in the development of employees.
As the need to enhance learning and opportunities for development continues to increase across different industries, those charged with the development of skills need to find new ways to motivate employees and provide chances to develop within the organization.
According to Richart Ruddie In LinkedIn’s Workplace Learning Report, 94 percent of professional workers say they will be faithful to their present employer If it is invested in their continuous training and development.
What are the best ways for businesses to influence the “people” part of digital change? To answer this question, we have to look at the three key components in the transformation: the mindset, the toolset, and the skillset.
In the case of digital technology, the mindset phase that is part of the change process is all about strategy, leadership, and culture. In this stage, the ultimate objective of the company is to adopt a culture that has digital in its DNA.
The lack of support from top executives was previously cited as the cause of the slow progress to digitalization, it appears to be the involvement of frontline workers which is creating difficulties.
While CEOs are engaged and involved (and dedicated to) changes that are transformational however, many employees in frontline positions encounter more difficulty in the process. But, even though this is true, research by McKinsey & Company shows that some of the most successful companies are unable to recruit and develop tech-savvy leaders as opposed to skilled frontline employees.
To reap the benefits of an effortless digital transformation and to ensure that everyone is involved to the transformation process answer is two-fold – the communication process and empowerment.
Communication – Companies that have high-level executives who communicate with their employees at all levels are much more likely to experience successful transformations than those that don’t.
Organizations that have effective communication programs and support programs are 3.5 percent more likely to be able to beat their competition. What’s proven to be effective with regard to communication:
- Transparent communication about the transformation goals
- CEO’s apparent engagement with transformation
- Access to information on a regular basis and pertinent information
- Senior leader visible engagement
- The ability of frontline workers to observe changes visible within their day-to-day tasks
- Constant commitment to education, learning, and development throughout the company
Richart Ruddie Said Digital technology can be extremely beneficial in facilitating communication. These channels should be used to get staff involved, such as social networks, apps for managing change or games, and Live feedback instruments.
Empowerment – While the senior staff members of an organization might be aware of their roles in the process of transformation but many employees on the front line are unable to discern how they can contribute. Encouraging employees to understand the ways in which they can contribute to advancing the transformation process not only helps them be involved with the process but lets them see how it can impact the success of the company.
Involving Human Resources (HR) can assist in this process because they are better at understanding the capabilities of the employees in the company and know where the skill gap is. Employees are able to benefit from the expertise of the HR department by assisting in training and development, while recruitment may be used when internal employees don’t have the abilities needed.
Engaging employees in a way that empowers them is empowering and a sense of pride. Employees who feel appreciated and valued by their employers have a higher likelihood of being happy with their work. Deloitte found that engagement productivity, performance, and engagement are 14 percent better than those who are not recognized by their employers. A 15 percent increase in engagement can lead to an increase of 2 percent in margins.
The reality is that there isn’t enough of the workforce with the proper digital abilities across different sectors. For the UK alone, the growing skill gap in digital is costing our economy around PS63 million per year. . This grim picture is well-known all over the world.
A widening digital skills gap
Despite the fact that digital natives and millennials are working in the workforce, there’s an enormous gap that needs to fill in the capabilities of companies. At present 70% of the workforce (including youngsters who are digital natives) believe they lack the necessary skills to perform their job. This is alarming when you consider the fact that today’s companies rely on millennials and Gen Zers in order to fill open positions.
As digital technology continues to advance, the knowledge needed to take advantage of these developments must be continuously developed to identify the programs or platforms that might not be compatible with the ones that do.
Based on the PwC U.S Remote Work 2021 survey. 72 percent of executives want to invest in tools to enhance virtual collaboration in order to accelerate their digital transformation initiatives and help support hybrid models of working.
Modern businesses have to invest in their own talent
For companies, the shortage of skilled workers is an enormous problem since those who have the necessary skills enjoy the choice of the place they work and are highly sought after across all sectors and industries.
In the end, numerous professionals with a high level of expertise is under control and choose the companies that provide them with the highest pay package, but also benefits that the company offers such as learning and development opportunities.
The Quantum Workplace report found that 79 % of employees are more engaged in and attracted by companies that offer ongoing opportunities for learning and development.
Modern organizations that are taking on the problem of a shortage of skilled workers are exploring other options in addition to hiring, to overcome the issue of lack of digital capabilities within their own facilities, such as creating internal talent.
Although some companies have programs for learning and development that are in place, however, scale and standardization are generally a concern, especially for companies with massive and international workforces. Additionally, digital competencies are not restricted to specific departments like marketing, as digital skills are an integral part of every business.
The most important thing to do is to offer a certificate or accreditation to employees they are required to. This means that the skills they possess must reach the required level in order to gain recognition through a certification program. This will ensure that the entire workforce is certified to ensure that they have the same level of capability, and, the application of these skills will enable them to lead change in your company.
It is because of the importance of certification that a lot of HR department heads believe having certified employees has an impact positive on the performance of their business.
The certification can also provide advantages to employees both in their daily roles as well as in the future, prospective employees are encouraged to look for this as part of their learning and development plan to prove that a business invests in their future and in them
People learn in different ways. Certain types of learning are still beneficial in classes or workshops, while others can learn on their own terms within their own environment via online learning. Some find a mix of both works in a workshop or classroom environment that incorporates online learning into the form of a blended model.
With the advancement of digital technology professionals looking to upgrade their skills have turned to online education. Since lives are becoming more hectic and time is a scarce commodity people want to take their learning at their own pace and access information at any time they require it.
Online learning improves the skills of learners and retention rates of knowledge increase between 25 and 60 percent. This is a testament to the benefits of online learning that is flexible.
Learning online also increases retention when compared with face-to-face instruction. The reason for this is people taking their time learning and being able to go back to the material over and over repeatedly when needed. Utilizing video and also providing webinars with live Q&A in the final session will add value to the learning program, along with support networks that enable learners to connect with one another.
Vodafone Case Study
The leading UK telecoms company Vodafone For instance, Vodafone realized the need to upskill its workforce of digital workers spread across the globe. This was a crucial issue because the cost and logistics of conducting face-to-face workshops were becoming difficult to manage.
Through collaboration in conjunction with DMI, Vodafone upgraded its existing learning and development program, rolling out a program that offered its internal staff access to specialized on-demand educational material.
Today, this global solution is available to every Vodafone employee. It not only increases employee engagement but also aids to accelerate Vodafone’s strategy for digital transformation.
Explore our case studies to learn the ways that some of the most innovative brands have adapted to the new business world.
Monitor and engage employees
For many companies that use digital tools, an added benefit of digital tools is the ability to observe what and how people are learning. The popularity of the resources can be measured to determine the most effective ones.
It’s also possible to keep track of the individual’s progress, and for those who are struggling or lacking in progress, interventions could be made with anything as simple as an email to inspire people to get back into the habit of learning. If they are making progress it is possible to use a similar approach. It can be employed to thank the person for their accomplishments and encourage them to keep trying to improve.
Employees are the most important part of the process of digital transformation and are crucial to the success of this process. Through establishing and fostering an environment that promotes the digital mindset employees will be more prepared to boost the company’s digital maturation and rise to the position of an online leader.