Achieving Simplicity In A Digital World
It is no secret to anyone working in HR that digitalisation has become a top priority in business and is often referred to in technology related projects. When done well, technology can really help simplify talent management, collaboration and many daily work tasks for HR professionals. However it is also easy to lose focus and can be hard to engage everyone in the new digital processes during implementation.
Some of the typical issues we see are departments not collaborating properly, or people trying to push their own department’s agenda without thinking of the initial project objectives. Processes can become more complicated after technology has been implemented, as teams try and force manual processes to work digitally. Worst of all, businesses seemingly forgetting to serve end users, their own employees, in an engaging way with the new useful technology.
So, what can you do to achieve simplicity in this digital world so everyone can benefit from the ever-present digitalisation? Here are our top tips for increasing the impact you and your teams have on your business when embarking on digital transformation.
- Understand your organisation’s strategy – How can you align your project or objectives to this strategy? Create a vision with your team and share it with everyone at every opportunity. This vision is your mantra.
- Be clear on objectives– Include concrete facts, costs, analytics and some aspirations into your objectives, and define your measure of success.
- Prepare people for change – Don’t be afraid of change. Be honest with your organisation/team and explain what changes will come with the new technology. Run change management workshops, and don’t be tempted to sell a transformation programme as ‘something similar but just better than before’.
- Be prepared for decisions – Have a great governance process in place, identify all appropriate decision-makers, and know what to do, who to speak to, and how to deal with “bumps in the road”.
- Create and deliver a solution that your employees will want to use – Engage your employees as part of the process from day one. Network with similar organisations, and see what they have done. Be strict, relate design to vision, and keep maximum simplicity your focus. One too many clicks and you’ll lose the audience.
- Align processes – Carry out detailed reviews of the processes you’re going to involve, and make the changes you need to. Remember that things can get ‘lost in translation’ when converting manual processes into technology.
- Think ahead – Choose and think in terms of unified talent management solutions for your people, and remember that unified does not mean an integration of systems, but rather one system providing one seamless experience.
- Stakeholder management – Ensure you have all bases covered, with the right people around the table. Be clear on your vision and scope, and influence them, instead of being influenced by what they want when it’s out of scope.
- Test before implementing – Test, retest, and then pilot your solution. Iron out any defects before you go for the full implementation. Use a network of champions for this, ideally representatives from across your organisation, and include those involved at the design stage. Use these champions as the people’s voice, and as an effective communications tool during and after implementation.
- Keep things as simple as you can!