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Has Your Organization Become a Digital Wasteland?

Has Your Organization Become a Digital Wasteland?

Has Your Organization Become a Digital Wasteland?
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By Hadas Almog, Vice President, Global Human Resources, WalkMe

How much of your software has become virtual “shelfware”?

How many of your technology investments have gone underutilized or were completely abandoned?

Without a strong digital culture, you risk stagnation, employee resistance to change, and failed digital transformation outright. You risk devolving into a digital wasteland. 

Start building a sustainable digital culture today

Establishing a digital culture is fundamental to successful digital transformation. 

Dive Deeper: The Key to Change isn’t Learning, it’s Unlearning

What’s exactly does digital culture mean?

A digital culture is one that embraces change and takes full advantage of technological investments. It maximizes and enables the use of digital tools as a means to improve the business model, enhance operational efficiency, and boost customer service.

(Infographic from Raconteur)

Today, you need a digital culture in order to stay relevant. As the pace of technological progress continues to accelerate, the human user is falling farther behind. The only way to close the gap is through greater digital adoption, and the only way to achieve digital adoption is by embedding the characteristics that enable it into your company’s DNA.

These characteristics include agile leadership, innovation, adaptability, and drive.

Developing a digital culture demands unlearning

The first step to creating a sustainable digital culture is to throw out the processes, tools, and mindsets that no longer serve you. In a fast-paced digital landscape, there is no time for inefficiency and no room for waste.

That’s how we’ve always done it.

If this statement is the primary justification for anything that you do, it’s time to throw it out.

Everyone from the C-suite to the interns must unlearn the things that make you slow and stale. Instead, you need to start developing new ways of doing things that enable innovation, rapid decision-making, and change.

However, keep in mind the importance of balance. You must let go of outdated modes of thinking and doing in favor of agility, creativity, and innovation, but it is also important not to be too disruptive. A digital culture still requires clear priorities and structure.

4 key attributes of a digital culture

Your software ROI depends on your employees’ attitudes and mindsets about change, their willingness to modify their ways of working, as well as structural elements, such as the formal decision-making process, organizational hierarchy, and communication systems.

Getting each of these factors to align with your digital goals requires a strong digital culture from the top to the bottom. 

Let’s take a closer look at the four pillars of digital culture.

Agile leadership

In a digital culture, it’s critical to have the ability to bend without breaking. Understanding the forces that influence an organization’s strategy and embracing change, even when the outcomes aren’t guaranteed, is critical.

The leaders of an agile organization create strategy fast and are prepared to pivot in order to maintain an edge in an ever-evolving market. Agile leaders enable their organizations to be reactive, but their ability to make change fast enables them to stay ahead of the curve.

Innovation

The goal of digital transformation is not just to implement new digital tools. It’s about using them to unlock new digital cultureopportunities. With high-level digital adoption, your employees can use your technology investments to establish more efficient processes, get better data, and even create new business ideas.

But innovation is not just about invention. Organizations that are truly innovative value experimentation and appreciate “failing fast.” They make trying new things a requirement and expect that many of them will fail. When failure does occur, they don’t get stuck, they simply move on to the next bold idea.

Adaptability

Just as leaders must be prepared to adapt the business strategy to changes in the market and customer demands, a true digital culture requires the entire organization to be adaptable. But if your decision-making system is stymied by bureaucracy and red tape, you’re in trouble.

Rapid decision making is a major component of adaptability. If every decision requires five meetings over three weeks, two pilot programs, and a lengthy assessment period, it’s impossible to be adaptable.

Drive

Succeeding in digital transformation requires the right mechanism to drive change forward. When we’re talking about adding new digital tools, this comes in the form of effective software training. If your employees struggle with poor usability, there is no “digital” component to your culture.

A sustainable digital culture requires a holistic approach to software training that addresses user challenges and needs, while also enabling the use of high-level features. It requires a personalized system that can be applied to any software or app.

Discover how the Digital Adoption Platform (DAP) is revolutionizing software training. Request a demo today.

The biggest obstacle to creating a strong digital culture

The factor that will prevent you from fortifying a digital culture the most is lack of empowerment. If employees don’t digital culturefeel empowered to contribute ideas, or if they feel like senior leaders will always overrule them anyways, they won’t even bother trying.

Without empowering your employees, they will not believe they can affect change, and they’ll refuse to adapt. They won’t contribute new ideas because they’ll fear the stakes are too high to risk failure. They won’t attempt to participate in the decision making if they assume their voice will be ignored.

And when it comes to software adoption, your users will become your biggest skeptics.

A strong digital culture is essential for overcoming the obstacles that come with digital transformation. Without it, you won’t only lose your return on your investment, your organization will become a digital wasteland.

Take a deeper dive into how human resources can become the ultimate digital transformation partner in our eBook, The First 100 Days of Digital Transformation: HR’s Essential Role in Driving Successful Change.

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WalkMe’s Digital Adoption Platform (DAP) transforms the user experience in today’s overwhelming digital world. Using artificial intelligence, engagement, guidance, and automation, WalkMe’s transparent overlay assists users to complete tasks easily within any enterprise software, mobile application or website. Discover how a DAP can revolutionize your business. — Request a demo today.



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Hadas Almog, Vice President, Global Human Resources, WalkMe
Hadas is the VP of Global Human Resources at WalkMe, the Digital Adoption Platform (DAP). With two decades of experience transforming the standard for talent acquisition, retention, and digital transformation, Hadas has become a lauded force driving the future of work. A master of the intricacies of humans’ relationship with workplace tech, she offers an important perspective on digital adoption in HR.