Technology advancement forces people to upgrade themselves

• Use new technology to raise internal awareness of your strategy and strengthen your organizational culture as you integrate it.
• Create a staff that is multifaceted and agile.
• Hire people who have demonstrated the ability to change and adapt.

Technology is growing to meet the world’s growing demand  to learn and adopt new tools and systems. As our reliance on technology grows, this global trend poses significant challenges to employee training and development.

According to a 2019 PwC Global Survey, 79 percent of CEOs are “extremely and/or somewhat concerned” about their employees having the necessary skills to do their jobs, a 27 percent increase from 2012. Even the specialists hired to assist organizations in managing their technology are having difficulty keeping up. According to Udemy’s 2019/2020 Global Skills Gap Report, 63 percent to 87 percent of IT professionals from five countries believe the hard skills required for their jobs will change significantly in the next five years.

Technology enables us to do more with less. Contrary to popular belief, the systems and tools propelling digital transformation are less about technology and more about the people empowered to select, use, and manage it.

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That means that even the most cutting-edge tools will be rendered ineffective if those paid to leverage them are unable, unwilling, or uninterested in learning how to use them.

With our increasing reliance on technology, it is more important than ever for your company to seamlessly integrate your business strategy, people, and systems (i.e., the tools and tech your people rely on).

With this in mind, consider the following three critical principles for maximizing ROI on technology upgrades:

Make your strategy clear.

Strategy is how your organisation ensures that the main thing remains the main thing. Ensure that your strategy permeates your entire organizational structure from top to bottom. Without that clarity of strategy, your investments in systems and people will be ineffective.

If the real source of failure is a hazy, inconsistent strategy that results in an unfocused and unproductive company culture, don’t blame your people, systems, or technology. A lack of clear strategic direction will never be compensated for by brilliant technology.

Before investing significant resources in new technology, ensure that the following strategic elements are in place:

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• A mission that is clear, consistent, and compelling.

• Overarching principles that guide behavior and accountability

• A 36-month vision that defines and articulates success.

• 12- to 18-month goals that are in line with your mission and principles.

• A shared KPI dashboard that provides everyone with insight into the organization’s successes and failures.

Use new technology to raise internal awareness of your strategy and strengthen your organizational culture as you integrate it.

Create a staff that is multifaceted and agile.

Leaders used to hire employees because they possessed a specific skill that matched a specific need in the organisation. Hard skills were more important than soft skills. However, given today’s accelerated rate of change and disruption, your organisation requires multifaceted, agile individuals who can quickly shift their mindset and role.

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Hiring, developing, and cultivating these soft skills results in more agile workforces—teams that can adapt more quickly than crews of single-skill experts who lack the ability or willingness to learn new approaches to their work.

Hire people who have demonstrated the ability to change and adapt. Long tenures and promotions are impressive, but so is a diverse, versatile work history. Someone under the age of 35 who has worked in a variety of organizations may have more to offer than conventional wisdom suggests.

Cutting-edge technology has its uses. Creating a team of people who can adapt to your organization’s changing needs, on the other hand, will always be a more valuable asset.

Improve employee satisfaction.

In today’s decentralized workplace, digital transformation should be as concerned with the employee experience as it is with the customer experience.

Given the growing challenges of a remote distributed workforce, technology must support and improve communication, collaboration, and human connection. Employees are 230 percent more engaged and 85 percent more likely to stay beyond three years if they believe their technology supports them at work.

Here are some questions to ask yourself to help you identify and navigate potential gaps in your own employee experience:

1. In which of the following areas is our company culture the most challenged?

• Showing others trust, familiarity, and/or goodwill.

• Engaging in constructive debate/discussion prior to making decisions.

• Maintaining commitment and accountability to decisions.

• Internal communication and/or collaboration

• Identifying and measuring organisational success.

2. How can technology be used to improve the employee experience?

• Enhance communication.

• Enhance project management.

• Gain a better understanding of organisational metrics.

• Other.

3. Do our employees have the necessary tools and technology to perform their duties?

Remember that the “best tool” isn’t always the “right tool.” The most effective tool is the one you use.

Remember to solicit feedback.

Because technology evolves so quickly, it’s critical that your employees have the opportunity to provide honest feedback. Why? So you can understand how your employees are interacting with technology and where changes are needed.

Create a process that actively encourages your employees to share feedback as you integrate new tools. As you implement their suggestions, you’ll create a compelling employee experience that goes beyond the paycheck and improves recruiting and retention. Furthermore, you demonstrate consistent care for your employees, which helps your organisation stand out from the crowd.