Digital transformation initiatives should be comprehensive and guided by a vision that leads to more efficient, data-driven, and goal-oriented performance. To guide teams in the proper direction, digital transformation requires a defined end goal as well as specific benchmarks. The more clear and well-thought-out the goals and benchmarks are, the more likely the organization will make progress and achieve long-term success.
“The acceleration of digital transformation across all spheres, prompted by the pandemic, has nudged data sovereignty back into the forefront of businesses’ minds,” says Davide Villa, Director Business Development EMEAI at Western Digital. According to McKinsey, the pandemic sped up the adoption of digital technologies by several years, for enterprises and public bodies alike, from educational institutions to healthcare. Keeping regional control of the data generated by these digital technologies will be a critical priority for organizations. “As digital transformation matures, IT leaders will be tasked with ensuring data is stored and protected compliantly. For EU-based companies, this means keeping data within the union’s boundaries,” adds Davide Villa.
The most critical question to consider as the organization develops its digital transformation vision is, whether it is goal-oriented or outcome-oriented. While a goal-oriented approach emphasizes the broad picture and long-term objectives, a results-oriented approach prioritizes steady development and incremental improvements to existing processes. The benefits of that progress – for example, cost savings or reduced workload aid in gaining buy-in and momentum for the larger transformation.
It’s critical to employ frequent, consistent measurements to ensure that work is progressing, regardless of the overall methodology. Businesses can use regular measurement to identify their most successful activities, which they can subsequently reproduce in other areas of the company. It’s also critical to not only examine but also refine their objectives on a frequent basis.
How can companies verify that their digital transformation goals are appropriate? Here are three strategies for firms to identify the best benchmarks and regularly act against them.
Don’t make the mistake of assuming that all goals will be met
Digital transformation is not a one-size-fits-all process: Each organization’s goals should be tailored to the specific demands of the company as well as the various problems faced by individual teams.
Businesses should conduct internal audits to discover which targeted goals and benchmarks will yield the best results, and then build on that momentum to achieve more success. Prioritize customer-focused change above everything else – enhancing the customer experience is the most efficient method to increase company value.
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Prioritize employee satisfaction and keep track of it
Focusing on changes to the firm as a whole without addressing those who will be accountable for implementing the changes is one of the most typical fallacies of digital transformation. Employee satisfaction is a key metric that will help organizations stay in contact with the people who will be responsible for the transformation’s success. Employee feedback and satisfaction can even assist identify the most effective new efforts, so this indicator can help inform future adjustments.
Assess the skills gap and attempt to close it
Digital transformation is not just about improving the efficiency of the devices and processes; the same concepts can be applied to people. Forward-thinking businesses can assess and benchmark their employees’ skills, then use educational platforms and other resources to assist them to close any gaps in their knowledge. Reskilling is beneficial to digital transformation because it allows people to get more out of new systems and technology.