From needing to train new remote employees to ensuring business continuity, adopting new HR technology as a part of a digital transformation strategy can be a daunting experience, especially in today’s uncertain times.
Luckily, there’s a path to implementation that can still pay dividends for your company as HR strategist Robin Schooling shared last October at the HR Technology Conference in Las Vegas. I sat in on her engaging half-hour session where she shared her best practices.
Here’s what she had to say:
- Understand the ten-thousand-foot view — Digital transformation is a complicated process that requires executive buy-in, extensive IT training, and clear communication—even if remotely to get things done. While each of these is necessary for a smooth transition, Schooling recommends setting aside to-do lists and focusing on why a change is happening at all.
Her recommended strategies for understanding implementation goals include developing a step-by-step process to prove business value, and identifying who will be affected most by the new technology. Thinking long-term, Schooling encourages the development of best practices, including the establishment of an internal center of excellence (COE).
Leaders should also identify their allies and naysayers. Internal champions are key to advocating for new technology, and are often the people most involved with the day-to-day work of individual contributors.
- Communicate early and often—Communication is of the essence—especially when workers are remote or scattered across numerous time zones. Leaders need to step into the shoes of their stakeholders and understand how a new technology implementation will impact their day-to-day work, both for the positive and perhaps negative at first during adoption.
There are many ways to optimize communications throughout the implementation process, including regular email newsletters, live demonstrations over web conferencing software, and internal messaging platforms. The more comfortable stakeholders become with the technology, the better the end results will be.
- Formulate a training strategy—Stakeholders will be even more comfortable with the transition to new technology if training is provided. With the transformation of work today, ensure you have the right infrastructure, solutions, and tools in place to drive success. Having a combination of vendor training paired up with the organization’s own offering is the best of both worlds, as it prepares teams for real-world situations it will face once the technology is implemented.
Since not everyone will be comfortable with the technology in the beginning it’s important to leverage beta testers to get an early feel. These individuals can be a mix of internal champions and interested employees who are curious about what’s next.
- Check in after implementation—The work is not done even after the technology is turned on. Checking in with stakeholders and users on a regular basis is key towards ensuring the technology is meeting expectations, especially if you can’t walk across the office to gauge feedback.
As the technology evolves, leaders will also want to refresh and refine the existing training content so their teams can keep up. New challenges may also emerge at this time that will need addressing.
Moving Towards Digital Transformation
Digital transformation may be daunting, no matter the use case. With the right processes in place, your business can have a smoother journey, resulting in higher employee satisfaction and streamlined operations.