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Before talking about the digital performance of an employee, let’s make a short analysis. We notice that organizations are more mature about digital transformation stakes. A Shortways survey involving a hundred employees of large companies confirms a new corporate maturity as regards digital and, above all, employees’ good understanding of the transformation movement.

Digital transformation projects have started in 55% of the companies we questioned and 27% have already finalized them. They report a major impact on the customer relationship (44%), on software and tools (35%) and especially on management (55%) and internal processes (66%). But only 26% say that digital has changed their business model.

Are the ongoing transformations efficient? Employees say that their managers’ support is insufficient (60%) and that business processes are not evolving and simplifying as promised (63%). Only half of our respondents (53%) believe that their new digital tools and applications are effective. Opinions are more divided as regards training and skills development (37% of respondents think it is effective, but 53% say it is not), internal communication (34% effective, 52% not effective) and internal collaboration (42% effective, 40% not effective).

Employees are aware of ongoing transformations, but still too divided. Have they not been properly informed? Are they not involved enough? Our survey results suggest that the transformation goals are not being reached.

Moreover, our respondents’ rather poor 5.6/10 rating of the support they are getting (or not getting!), only just above average, highlights a shortcoming which enterprise must strive to correct.

So, how to be sure that users adopt changes related to the digital transformation process? How to make them involve in this process?

Digital transformation: Users are still divided

Only 27% of the employees feel comfortable with new digital tools. It is a relatively low percentage. The reason that explains this low percentage is that 50% of the employees do not feel enough supported enough in the use of new digitals tools…

But how to train my employees when I deploy a new digital tool?

Employees are not against digital transformation. Quite the opposite! But, but they need (and want) to be trained and supported. But how to better answer to their expectation?

We always repeat that we need to stop the traditional classroom training sessions which are not productive at all for the employees. The best way to learn is by doing. 70% of the learning is made by practising. To be trained by practicing is the best way to remember something and to use it perfectly. But it also depends on the way you are doing it!

The Bersin study by Deloitte highlights that an employee just has 1% of his time to learn. It means that he can only spend 24 minutes per week to his own training. Regarding the time they can dedicate to training, we have to propose training methods that meet their expectation: short, just when he needs it, when he is working.

It is the best way for him to be efficient on a digital tool!

But what’s the digital performance employee?

The digital performance employee means that, as an employee, I am efficient on the digital tools I am using every day.

When we “digitally” change the company, our employees have to follow these changes. They do not have the choice. But, in fact, remember that they daily life will change. They will have to use new digital tools. They need to know how to use them and how be efficient with them.

But, this is not easy for everybody. For example, adopting digital tools will probably be easier for ‘young people’ and harder for employees working in the company for many years. So, as a company, the challenge is to help them adopting these new tools in order they use them in the best way.

It is true that for a company with 10/20 salaries it’s easier to support and train your employees.

The big companies in which thousands of people work can meet some difficulties. Actually, if a company decides to deploy a new digital tool (a new software for example) which will impact everyone, the challenge is bigger in terms of training.

Why? When you need to train thousands of collaborators who are dispatched all around the world, it requires to spend a lot of time, energy, resources but also to spend money. You can’t organise a classroom training session for 2 000 employees for example. As mentioned above; you will have to use training methods adapted to the modern learner.

Not as easy, isnt’ it?

Train to digital with some digital!

Today the digital is everywhere in our daily professional life, so what’s could be better than digitalizing th way you train your employees ! Train to digital with some digital, isn’t it the best way to improve the user experience?

Contact us 🙂