As interest rates soar and financial uncertainty mounts, companies need to be agile as possible, ensuring they maximise employee productivity in parallel with developing organisations that inspire the kind of loyalty that leads to longevity and create businesses built to last.
What is digital dexterity?
We see digital dexterity as the ability to use technology to pivot, adapt and improve business practices and client opportunities, as well as harnessing the latest technological offerings to stay focused and increase productivity across core business units. This could manifest in implementing technology to upskill your workforce, automate eligible processes, maximising productivity and output and minimising staff fatigue.
Why is digital dexterity important?
The global pandemic demonstrated unarguably how vital digital dexterity is. Nothing else about the traditional workplace survived during this period – face-to-face meetings, business lunches, communal events and even, to an extent, paper-based processes were all replaced by digital equivalents while the world ‘worked from home’. Even before that, from word processors to the world wide web, technical innovation has shaped the workforce, and once an innovation has been introduced, there’s no going back. According to a study conducted by the Pew Research Center, a remarkable finding emerged: 6 out of 10 American workers expressed their preference to continue working remotely rather than returning to traditional office settings.
From creating environments that allow employees to work in the ways that best suit them to actioning things across different time zones, connecting and making decisions quickly and informedly, digital dexterity is the way to achieve a forward-thinking working culture.
How can digital dexterity be implemented effectively?
‘Given that only 16% of all leaders have high digital dexterity, it’s really important that companies take a top-down approach and ensure that digital education is rolled out on every level,’ explains PARTNER director Gregor McNally. ‘We want employees to see that automating processes and investing in digital isn’t just about optimising the company; it’s about providing our employees with skills that will help them achieve their own career goals as well.’
There are numerous diverse methods to introduce digitalisation. Effectively developing a dedicated digital leadership team from employees at various stages is one apparent way to spearhead and drive the implementation of new technologies, ultimately transforming workplace culture without compromising employee satisfaction. Forging a strong collaboration between IT departments and HR departments is undeniably one of the most intuitive ways to optimize and enhance digital integration. Historically, IT has been primarily responsible for overseeing the operational aspects of digital processes rather than shaping policy or utilisation. At the same time, HR has been tasked with managing employee satisfaction and skill requirements. Merging the two disciplines to ensure comprehensive digital education remains a priority seems like a natural and harmonious alliance.
Most importantly, it’s imperative to make sure your employees see your digital policies as safe and beneficial rather than part of a process to monitor or replace them.
‘In the past, some employees have been wary of the digitalisation process, fearing employers are trying to keep an eye on them, or even implement enough digital processes to replace them,’ McNally continues. ‘But we’re not in Terminator: Rise of the Machines! Technology is about doing the best for everyone. You can’t run a business effectively without satisfied employees; promoting digital dexterity is just one part of achieving that.’
For further analysis of digital dexterity, we found this article on building digital dexterity into your workforce particularly interesting.
And why not check out PARTNER’s services to see how we can help you?