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How HR Executives Can Drive Employee Engagement in The Era of Digital Transformation

Albert Qian
Content marketing manager for HCM

Many companies are pursuing digital transformation, but the arrival of new technology does not place HR leaders on the back-burner. Leadership is more important than ever and organization leaders must build relationships with employees, instill the cultural values of the business, and create a modern workplace where employees feel like they belong.

The opportunities for growth don’t just stop with improving operations. Recent data from Gallup also shows that employee engagement is higher than ever, suggesting that employees are ready to get on board with visionary ideas.

Here are five key actions HR executives can drive to lead in the era of digital transformation.

1. Create a culture of performance. Employees are the backbone of any company and their happiness correlates with happy customers. To have happy customers, alignment between employees and management must be present, which continues to be a pressing issue. One way to solve these challenges is by creating a performance-based culture, including providing ongoing feedback and career development resources.

2. Understand what workers want. Multiple generations of employees occupy the workplace and each have their own motivations for showing up to their job, the benefits they want, and why they will eventually leave. By tailoring your message to each generation, you stand to increase job applications, employee morale, and industry reputation.

HR leaders are faced with new challenges in the era of digital transformation. Here's how they can lead.

3. Develop both technical and soft skills. Companies now emphasize technical skills and soft skills while workers rely on technology to stay productive. To drive retention and engagement, focus on the areas that will help workers stay competitive in their careers, which in turn helps the company too.

4. Embrace emerging technology. The HR landscape is now dotted with new emerging technologies, from digital assistants to artificial intelligence. These technologies allow HR teams to focus more on connecting with candidates and employees, rather than mundane back office work. Adopting new technology can be tough, so it’s important to approach technology adoption through a specific process and communicate change so that everyone stays on the same page.

5. Lead with data. More businesses are using data-driven approaches to measure organizational outcomes and HR is no stranger to that approach. Seek to use HR analytics and utilize dashboards to understand metrics including turnover data, employee satisfaction, and mobility. Then use that data to drive and refine your technology, talent management, and skill development strategies.

Digital transformation is a tough road to take, but today’s customer-centric market demands that companies adapt or face irrelevance. With employee engagement front and center for today’s ambitious executives, having the right approach to leadership will make all the difference.

To learn how Oracle HCM Cloud can help drive your digital transformation initiatives, click here.

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Comments ( 1 )
  • Gerd Rohden Tuesday, March 10, 2020
    Recently, I did an introduction about working with data to a – let’s say- “innocent audience”.
    In order to rise their awareness towards sensitivity in working with data I compiled a graph live on a flipchart: A time line starting in 1900 and ending 2019 on the horizontal axis, versus number of tornados in Germany together with number of smartphones on the vertical axis.
    I took the liberty to formulate my bold thesis: “Tornados in Germany are caused by smartphones!”
    Some got puzzled and a certain giggle was to be heard, however attention was rising.
    While drawing the graph, everyone agreed that in 1900 there were no smartphones available and no tornados in Germany. Filling the diagram, it appeared that all of a sudden with the increasing number of smartphones tornados grew rapidly in almost the same ratio.
    Conclusion: smartphones DO cause tornados in Germany! After a loud laughter in the beginning the discussion started whether this could be possible or not- since we are facing global warming, CO2 enrichment etc. To a certain extent I guided the discussion to some fact in climate change and was able to create some doubts. However, the overall perception was “Complete nonsense” - which in fact it is!
    Question for the audience: “Does it mean that all our efforts to gather this set of data was in vain? How can we make smart use of our data?”
    Again, a quite emotional discussion started which at the end left the audience split into two groups: The “complete- nonsense” versus the “we-need-more-data- and- correlate- to- more- facts” fraction.
    My solution in this case was very simple, I changed the wording of my thesis from “I can prove that smartphones cause tornados” towards: “The appearance and wide spread of smartphones helped to document a significant number of tornados in Germany” (Of course will allow in future a scientifically based evaluation for meteorological purpose)
    Not very surprisingly, the audience agreed and found the conclusion logic and valid.

    Lesson learned: whenever working with data be sure to know the true story behind it and have a correct and non-misleading wording. In which ever way we approach data evaluation we might be trapped in a wrong perception led by a manipulative wording.
    Especially in dealing with data about people, their habits and behavior we should be extremely cautious and sensitive.
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