The digital transformation journey is one littered with bottlenecks and difficulties. Little wonder over 70% of organizations cannot derive any business value from digitalization. This, according to Hernaes, can be attributed to a lack of digital talent. And McKinsey observes that digital transformation is likely to succeed with the right people in key roles. In this article, we examine 3 strategies to recruit top-quality talent for your digital transformation and keep the workers motivated every step of the way.
The importance of having a digital cell to manage digital transformation cannot be overemphasized. So much data is garnered via digitalization that only a dedicated team can adequately manage the data throughout its current and historical life cycle. The team will unify data accumulation, the culling of insights, presentation, and eventual usage to ensure all gears work smoothly and no data is ‘lost in translation’.
And even as many organizations introduce data literacy programs alongside the digital transformation initiative, a digital cell tremendously improves the likelihood of success. Enterprise-wide data literacy – the process of getting every stakeholder fluent with data – is a huge goal that requires drivers and pushers. With a multi-faceted digital team in place, it will be easier for an organization to champion, execute, and monitor data literacy.
Around 40% of companies have dedicated digital transformation teams in place.
Moreover, the nature of digital transformation and the peculiar skill-set required makes delegation almost unavoidable. CEO’s have busy schedules and other business aspects to run and cannot sufficiently function in a digital capacity. Nor should they. Bringing in a CDO (Chief Digital Officer) at the C-suite level will ensure that working models consistent with the digitalization strategy are enforced and the different parts of the organization are better aligned for success. The CDO may oversee the recruitment for other digital roles in line with the needs of the organization.
3 strategies to set up (and retain) a digital cell
- Know your strengths and weaknesses
- Have an all-inclusive project
- Invest in digitalization: invest in your team
Know your strengths and weaknesses
Knowing the digital competencies of your workers and the quality of your systems is an important first step to setting up a digital cell. This knowledge will add strategy to recruitment and help you avoid the inefficiencies that a haphazard approach will breed.
Also, before looking for hires, you should know – with a view to amplifying – your unique selling proposition. What makes your company special? Why would somebody want to work with you? What personal story or operational approach is peculiar to your organization that people will love about you? The answers to these questions will humanize your organization and ‘sell’ your offerings to prospective workers.
Besides this, you should create a comfortable working space for incoming workers and determine an above industry-average salary package that will serve as remuneration for their work.
The average salary for a data analyst in the US is $60,985 per year – PayScale
Even more, you can research other organizations in your industry to know how they’ve gone about setting up their digital cell. You may adopt some of their recruitment strategies and see how you can modify their mediocre strategies to work for your organization.
Have an all-inclusive project
Sometimes, actually having a digital project and not merely going with the flow can make a huge difference in attracting and retaining a digital cell. Top-tier talents, the cream of the digital crop, will not accept your offer unless there is a plan and a framework for growth. The plan may be long-term and can be broken down into urgent, ambitious, and achievable short-term goals.
Workers, especially those at the C-suite level, will want the leeway to shape the digital transformation plan and suggest ideas for growth. This should be encouraged as it will make them feel included in the project and generate fresh ideas for the organization to work with. Similarly, the digital cell should have representatives from various units in the organization so that each department is carried along throughout the process of digital transformation.
Invest in digitalization: invest in your team
After setting up a digital cell, workers should be empowered with internal tools and a working environment that inspires creativity to perform. The team will, as per their roles, be well-informed on technological developments and their potential value to the business. They’d also be tuned in to market opportunities in the form of partnerships and initiatives that will advance the organization’s digital transformation. As such, their ideas should be encouraged, really considered and an internal pathway cleared for productive and effective work.
The organization can further underline its seriousness about digitalization by scaling up investments to support the work of the cell. Finally, you can provide a platform for worker growth by organizing training and employee development programs for career advancement. This will generate positive reviews within your industry, and help you attract more talents in the future.
Maximl empowers digital teams by giving them the tools to implement enterprise-wide digitalization. Our Connected Worker solution is specially designed for cells to execute digital transformation and effect safer and more productive work across the shop floor.