How to Create an Employee Experience That Supports Your Digital Transformation

As companies begin and progress through their digital transformations, a key takeaway is becoming clear: people can’t be an afterthought. But too often, conversations around people-first transformation focus solely on the customer side, sidelining the ever-impactful employee experience.

Why Employee Experience Matters in Digital Transformation

Your employees play integral roles in facilitating your digital transformation. They’re responsible for adopting any new systems, processes, and other habits that make up your digital transformation strategy. For your transformation to be successful, you must ensure your employees feel supported, valued, engaged, and supplied with the right resources to be their happiest, most productive selves.

Maintaining a strong focus on the employee experience can also significantly impact the bottom line. High-performing companies are 4.4X more likely to rate improving the employee experience as a critical priority. Further, research from MIT’s Center for Information Systems Research found organizations that prioritize the employee experience can achieve:

• 2 X customer satisfaction
• 2 X innovation
• 25% higher profits

The 5 Drivers for a Positive Employee Experience

Creating a positive employee experience requires more than just a monthly paycheck. Here are five key elements that will help you get there.

1. The Right Tools

At Naviant, we often discuss our belief that digital transformation should be people-first, not technology-first. However, technology still plays a vital role in the employee and customer experience. Old technology isn’t just the bane of the employee existence, it’s also a leading cause of falling performance and productivity.

To successfully introduce new technology into a business, you must first be sure you’ve chosen the right solutions for your business’ challenges and goals. But don’t be afraid to take it slow and seek help – a digital transformation partner can answer your questions and guide you in the right direction.

2. Training and Career Development Opportunities

With new technology comes a need for training. Your employees will quickly become cynical, frustrated, and overwhelmed if you replace the processes or solutions they’re accustomed to without proper briefing or training. Examine the changes your digital transformation will bring and who will be directly and indirectly affected by them. Then, create a structured upskilling and reskilling plan and timeline. Additionally, make sure your employees know the “why” behind the changes. Understanding what business problems you’re aiming to solve and the potential outcomes will help them become invested.

Beyond job-specific training, your employees also desire professional development. Most employees see professional fulfillment in developing their careers, and increasing their skillsets, responsibilities, and earning potential. Specifically, almost two-thirds of employees have resigned from positions that failed to provide career development opportunities. Offer your teams opportunities to pursue their professional interests, and they’ll likely feel more engaged, valued, and trusted in their positions.

3. Flexibility in their Work

As the remote and hybrid work models have increased in popularity, many employees have come to expect them as possibilities. By offering these options, organizations can now increase productivity, employee satisfaction, and work-life balance. Plus, it’s a powerful way to show employees that they are trusted. Additionally, all these gains go a long way in enhancing the employee experience, too.

4. Being a Part of the Change

A core component of change management in digital transformation is letting your employees’ voices be heard. Encourage feedback in an ongoing 2-way conversation. This initiative will let them know that their ideas and thoughts are important to you, and this feedback will give you valuable perspective. After all, your employees work with the processes daily and know what works best and what doesn’t.

5. Opportunities to Participate in Corporate Social Responsibility Initiatives

Employees want their company to demonstrate that it cares about more than profit turning. A company’s willingness and transparency regarding social responsibility has a direct impact on many employees’ feelings about where they work and their jobs. A recent study found that 55% of employees reported they would choose to work for a socially responsible company even if it paid less. Additionally, 51% would not work for a company without strong corporate social responsibility commitments.

Support Your Employees & Your Digital Transformation

Customers aren’t the only ones who expect outstanding experiences from their companies. Employees do, too. As we navigate the Great Resignation, giving employees the resources and support they demand is more important than ever. If you let your employee experience fall by the wayside, so will your digital transformation.

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