How Employee Training Can Address Common Digital Transformation Problems During Onboarding
In any enterprise, the quality of talent greatly contributes to success in meeting the organization’s goals and visions. To ensure that each individual member of the organization is aligned with these goals, it is important to ensure proper employee training and onboarding.
Employee onboarding pertains to broad aspects of the hiring process wherein a new employee is oriented with various aspects of the organization, such as HR matters, standards and procedures, job benefits, and the use of software platforms.
Training involves the more specific aspects of the job, including protocols, specific software tools, and other skills.
Studies have shown that proper onboarding ensures higher employee morale and thus better retention. Today’s increasingly digitalized work environment means that organizations will need to be responsive to the needs of a tech-driven environment.
Digital transformation and onboarding
According to a Tech Pro Research survey, 7 out of 10 companies are working on a digital transformation strategy or already have one in place. Going digital is not an unwanted inevitability, though. A CorporateLeaders and PTC Digital Transformation Report shows that business executives are digitalizing their organizations because of operational efficiency, faster time to market, and customer satisfaction benefits.
Digitalization provides numerous advantages, but it is far from perfect. Digital transformation does not always guarantee the best outcomes, let alone flawless experiences. As such, it is important to prepare everyone for it, especially when it comes to the potential problems that may be encountered.
Digital problems and troubleshooting
Managed IT solutions provider AIS came up with a list of most common IT problems for businesses, which can be summarized as follows: lack of employee IT knowledge, security, legacy hardware and software, and the absence of an IT plan.
Addressing the employee IT know-how gap
Not everyone is tech-savvy even in the age of computers and the internet. Some even have the tendency to be tech-averse. They are not necessarily technophobes, but they are unlikely to learn how to use technology unless they are forced to do so.
This underscores the need for at’s why optimized employee training and development. Some may have difficulties with using computer software and troubleshooting simple problems. Others may know the basics, but they may get stuck whenever they encounter unfamiliar interfaces or errors. There are also those who claim to have passable IT knowledge, but are unwittingly causing technical issues every so often. They could use organized guidance and instruction so they can function at their optimum performance.
To address these issues, companies should have standardized training programs designed to equip new employees with everything they need to know and experience to work in a digitalized workplace.
Organizations can develop programs and protocols suitable for their specific needs. HR departments can also turn to DIY guides and online digital transformation courses to help them gain insights.
It is also possible to enlist third party help. There are companies that offer digital transformation training or digital adoption platforms. These are convenient and efficient employee onboarding options for enterprises that do not have adequately experienced human resource and IT teams.
One of the biggest challenges of going digital is cybersecurity. It’s easy to fall for the schemes of cyber criminals when employees only have minimal cyber threat awareness.
In a blog post, Kaspersky highlighted “the dangers of irresponsible and unemployed employees.” The renowned security firm notes that 52 percent of businesses admit that employees are their biggest IT security weakness. The carelessness, negligence, and outright disregard for cybersecurity is a critical problem for organizations.
To address this problem, it is a must to have employees undergo proper cybersecurity orientation or training. With digitalization, it becomes easier for information to be stolen and for systems to be accessible. Everyone should become mindful of their role in ensuring cybersecurity in an organization.
Resolving the legacy hardware issue
What should companies do with their legacy hardware? For many, it will be a waste to retire them altogether, so some will be kept in operation for some time. The digital shift will have to be gradual.
This kind of arrangement, however, can be problematic, as it can hamper or decelerate the digital transformation efforts in an organization. It can be confusing operating different machines with different interfaces. Likewise, troubleshooting and maintenance can lead to unnecessary complications. It also becomes costly to train employees to work with different machines, systems, or protocols for analog and digital operations.
For this issue, companies would need to be decisive while carefully evaluating the cost and efficiency implications. Is it better to discard all legacy hardware and invest in new long-term modern machines in one blow or does gradual upgrading make more sense? The answer will be different for different organizations, so it is advisable to carefully examine the circumstances.
Putting up an IT plan
An IDC paper argues that the failure to achieve digital transformation is due to a lack of operational planning and not from a digital strategy shortfall. Not everyone may agree with this, but the idea is totally sensible. Without a solid plan that facilitates shared visions and expectations, it is difficult to get everyone aboard the digital transformation ship.
A concrete plan for digital transformation does not only guide the management. It also ensures cohesiveness among employees. It serves as a constant reminder of what employees should be doing while they are in an organization.
Establishing an IT plan may sound easy, but it is not necessarily so. Numerous factors have to be taken into account, and the officers responsible for the digital transformation planning need to have adequate expertise and experience.
Incorporating solutions in employee training
With the common problems and possible solutions identified, what should organizations do to prepare prospective and current employees? The most logical answer is to use the orientation or training sessions more efficiently.
It is not an acceptable policy to let employees learn things on their own. Even with young new hires, who are generally perceived to be techie in many ways, it is not a good idea to presume that they have already mastered digital technology.
After all, digital transformation is not just about learning how to use digital tools to make a business operation efficient. Potential security problems should also be sorted out. Likewise, it is important to keep expectations and goals aligned. The gains of digital transformation can be derailed in the absence of clearly laid out objectives and policies.
McKinsey says 70 percent of large-scale digital transformation programs fail. The reasons for this include the absence of employee engagement, poor collaboration, and a lack of accountability. Addressing these reasons for digital transformation failure starts at the employee onboarding stage.
Before employees spend their official first day in office, they must have undergone adequate training and orientation. The training does not always have to be formal or rigid. HR managers can send modules or presentations to new employees. It is also possible to use web applications and mobile apps.
Whatever onboarding method is used, what’s important is to get everyone acquainted with the potential problems and present the most viable solutions. Doing so saves everyone the time and effort spent on figuring out solutions.
Employee training and orientation should not be reduced into mere ceremonial activities when welcoming new employees. They are essential in making sure that new hires become productive members of the organization. Also, they serve as excellent opportunities to guide new employees in the digital transformation journey of a company.