• Leadership
• Skills & Talent
• Transformation

Written by Jackie Thompson, Founder, Creative HR Services

As a seasoned HR Consultant specialising in the Creative and Tech industries, I’ve had the privilege to work with numerous SMEs navigating the challenge of digital transformation. The role of HR is integral for ensuring a smooth transition in any organisational change. 

I would like to share eight  insights and recommendations on how to leverage HR throughout the digital transformation process.

1. Define/refine your mission, vision, and values

Before diving into any digital shift, it’s crucial to have a clear mission, vision, and set of values.  This not only provides a consistent roadmap but also reinforces the identity and purpose of a company. As businesses navigate through the complexities of technological advancements, these foundational principles act as the North Star, guiding every decision, strategy, and action. When every team member understands and aligns with these principles, it promotes unity and a shared sense of purpose. Everyone is then not just adapting to change but actively participating in shaping the company’s future in a way that resonates with its core beliefs and objectives.

I would recommend that instead of presenting these core principles from the top down, involve your employees in the process of defining or refining them. It fosters a sense of ownership, commitment, and alignment throughout the organisation.

2. Integrate core values into the HR lifecycle

Once established, these values should be evident at every stage of the HR process:

•   Recruitment: Design recruitment adverts, job descriptions and interview questions that reflect your values, ensuring you attract individuals who resonate with your culture.
•   Training and Development: Regularly update training programmes, enabling employees to learn and embrace emerging technologies that align with the company’s mission.
•   Appraisal: Ensure that performance reviews consider how well employees embody company values, in addition to their role-specific achievements.

3. Prioritise continuous learning

Digital transformation is ongoing. It’s essential to foster a culture of continuous learning. Regular training sessions, workshops, and participating in industry events can empower your employees to stay abreast of the latest technologies and methodologies relevant to your industry.

4. Leadership training: Lead by example

Managers and leaders are the ambassadors of your company’s values. Invest in their training to ensure they’re not only up to date with the latest digital trends but also demonstrate the desired behaviours and ethos. When leaders walk the talk, it motivates others to follow suit.

5. Implement a robust performance management programme

 To ensure clarity and alignment, set SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals at company, department, and individual levels. Align these individual and departmental goals with the overarching company objectives. This holistic approach enables everyone to grasp the purpose and importance of their contributions in relation to the company’s broader vision. Such clarity not only promotes engagement but also instils a deep sense of belonging and purpose amongst employees.

6. Foster regular communication

Host bi-weekly company meetings to keep everyone updated on the progress towards company goals. Transparent communication cultivates trust and ensures that everyone is on the same page.

7. Actively seek feedback

Digital transformation is as much about people as it is about technology. Regularly collect feedback through:

•   Engagement surveys: Gauge the overall health of your organisational culture.
•   Stay interviews: Understand why employees remain with your company and what can further enhance their experience.
•   Exit interviews: Learn from those departing about what could have been done differently.

Remember to act on the feedback. It’s one thing to listen, but taking tangible actions based on what you’ve heard is what truly matters.

8. Implement a comprehensive wellbeing programme

Some employees find change challenging, so it’s crucial to ensure that they are fully supported as they navigate these shifts. A robust well-being programme helps employees embrace the change more effectively, ensuring support for mental and emotional health during the transition.

In conclusion, while technology is the enabler of digital transformation, it’s the people and processes that determine its success. By incorporating HR practices into your transformation strategy, you not only maximise your chances of success but also build a resilient and agile organisation ready for the future.

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