How to manage Digital Transformation Motivating Employees

//How to manage Digital Transformation Motivating Employees

How to manage Digital Transformation Motivating Employees

2019-07-12T17:21:38+02:00 12 December, 2018|

In the age of digital tools and hyper-connected commercial networks, there are limits in finding the right way to successfully introduce digital solutions, as well as obtaining a tool able to create a dynamic and clear report regarding the evaluation of the employees’ performance.

84% of companies fail in projects related to digital transformation (Source: Forbes)

Over the past few decades the idea of remuneration was linked just with the final objective: contracts signed by the sales department. Over the l ast few years this has been revealed as no longer efficient. Why? Because it force sales people to focus not on the medium-long term, but exclusively for short-term turnover.

How to evaluate the performance of the commercials?

The structure of  KPIs allows real-time monitoring of the sales pipeline, giving to the management (and to each salesman) the opportunity to follow budgets and sales campaigns.

Using modern technology allows us to introduce a new way of working in the company by:

  • helping to reduce extra work
  • bringing better communication
  • providing the right information at the right time and place.

To convince the sales team to use an innovative digital tool it’s not enough, especially if the employees do not feel a tangible advantage that supports them concretely, thus creating a “spontaneous” need in the use of digital tools.

How to motivate the whole Team theme to use technology?

How can we guarantee that the investment in creating an app or a digital infrastructure becomes a project support for everyone’s work? We identified four useful elements in the start-up phase and introduction of a new digital tool in the company.

Empowering leaders

People with senior positions play an important role in the exploitation of a digital tool. If a project manager has a lot of excel sheets printed on paper on his desk and prefers to receive daily reports on bulky A3 sheets, employees probably will not see any reason to start using a digital digital tool. Good training and communication, clear guidelines and a positive attitude towards change are crucial elements to consider during the implementation of change. To enhance the project credibility is everything, “if my boss does it ,then I do it too“.

“What advantage do I bring home?”

To motivate employees to change their work habits, they need to see benefits for themselves, for their daily job and their status. When every single individual realizes that the digital way of working makes their work much more organized and productive, it is when the real change in the company begins. When individual employees understand “how and why something is done” they are able to find an higher motivation, providing an unexpected performance and in line with the objectives. Using gamification applications in this can really change the game by providing a user-friendly experience, dropping it directly into a custom-made highly engaging journey.

300 billion dollars: this is the total number that companies lose every year due to the lack of motivation of employees (Source: Gallup)

Reward good examples

To motivate people to do their job well, it is necessary to use micro-targets, rewarding their commitment. This guarantees to employees to quickly understand what they need without interpretations, thus continuously monitoring their contribution. Making them ambassadors rather than mere executors is the key to successful corporate growth.

Continuous monitoring and reports in real time

The mistake that many companies make is to think that it is enough to make a short introductory course about the use of a digital tool and then the implementation will be completely spontaneous and rapid. Nothing could be more wrong: millionaire projects failed on this idea. In most cases tools needed must be easy to use and easy to learn: tools designed and programmed to facilitate people’s work. In this way, employees are motivated to be directly involved in the use of applications, contributing in a strong way to the data base building, managers on their side have the ability to monitor an important part of the implementation directly from dashboards updated in real time.

Control of forecast and fixed budgets, real-time monitoring capabilities, clear and remotely accessible dashboards, integrated omnichannel management tools. These are some of the aspects that today affect the working life of managers and CEOs. Creating the right tools is an important step, but it is the ability to develop everything from UX/UI standpoint that generates a real difference. Today it is no longer enough to think about monetary reward: employees seek motivational support, recognition and involvement and a basis of economic benefits tied in a clear and defined way to their effort and their work.