Digital Transformation – The Power of Digitally-Mature Employees
17 Nov 2020
Digital transformation is essential for organisations to retain their competitive edge in the technology-disruptive workplace today. And research seems to suggest that it pays to be a “digitally mature” employer – which helps to boost innovation within the organisation.
In MIT SMR and Deloitte’s 2019 Digital Business Report, research has shown that digitally maturing organisations are no only innovating more, they are innovating differently as opposed to less mature organisations. The study is conducted annually and is surveyed more than 4,800 managers, executives, and analysts and 14 interviews with executives and thought leaders globally.
We dive further into the reasons that drive this huge gap between more mature and less mature organisations in terms of business transformation.
The survey results have shown that more than three quarters (76%) of the organisations surveyed are “implementing policies which reflect ethical considerations regarding digital innovation.” This is no doubt a more significant statistic as opposed to organisation in the early stages. The organisation’s mindset and culture towards innovation plays a crucial role in digital transformation. By putting in place appropriate policies and educating employees on the importance and need for digital transformation, they are likely to embrace digital initiatives and contribute to innovation within the organisation.
Doing things differently
Concurrently, survey results have also shown that digitally-mature organisations tend to innovate with cross-collaboration teams. These organisations are likely to more likely to have an agile mentality and fail-fast, learn-fast approach towards innovation. The ability to collaborate with cross-functional teams encourages the flow of ideas from varying perspectives, which then propel organisations forward in the digital transformation race. On the other hand, less mature organisations perhaps lack the ability or guidance to cross-collaborate, resulting in stagnant methods in terms of digital transformation.
Another edge that digitally-maturing organisations have over less digitally-mature organisations is network connections. These organisations leverage on their extensive networks and connections to build partnerships with other organisations to facilitate digital innovation. In this aspect, it is a great way for less digital-mature organisations to step up their game in terms of innovation. While they may lack the right connections and resources, partnering with organisations that are more digitally mature can help to facilitate innovative ideas between both organisations – making it a win-win situation for both parties.
Finally, the key driver behind organisations who are digitally-mature is the flexible structure in terms of employees’ roles and responsibilities. Conforming towards a certain standard limit employees’ ability to contribute to digital innovation. Instead, a flexible work structure allows employees to cross-collaborate and exchange ideas – similar to the earlier point on doing things differently. However, organisations have to be mindful of the boundaries and ensure that there are ethical standards in place.
Digital transformation is part and parcel of our workplace today. It is imperative for leaders to consider the influence of innovation models and digital transformation on their operations. This will ensure growth, sustainability, and profitability in the long run.