A new report by Alfresco, Digital Transformation: disrupt or be disrupted, casts an interesting light on the state of Digital Transformation at enterprises in the United States and the United Kingdom. Namely, that most IT stakeholder respondents believe organizations are taking too long to implement digital transformation initiatives, leaving the majority of small and medium sized companies at risk of being the disrupted, not the disruptor. In fact for offshore software development:
The survey, which includes responses from over 300 IT executive across the US and the UK, was developed to uncover why some companies are adapting quickly to the digital world and others are facing immense challenges that leave them vulnerable to innovative and adaptive disruptors. More specifically, the survey looked at the challenges companies are facing in relation to digital transformation strategies, the industries that are facing the greatest challenges and the steps successful companies are taking to stay in the game and change how they approach business with IT outsourcing.
Overall, the report has made it clear that it isn’t just about technology and operating in a digital world, rather any digital transformation strategy has to clearly outline how the intended initiatives impact the work employees do and the way in which they view the company where they work. Leaving human resources out of the digital transformation does a disservice to employees and perpetuates an environment in which the status quo remains unchanged.
An overwhelming majority of respondents, 78%, believe that the human element is the most difficult part of the transformation, meaning culture, organizational structure, etc, and for good reason. While there was ample evidence to support this, each company will have to take a deeper dive into their own structures to see how to best support employees while implementing a digital transformation.
As a technology executive or as a tech employee in the midst of a digital transformation, it can be daunting to think about being disrupted instead of being the disruptor. However, as we’ve seen from this report and others, if you pay attention to the human element and apply change management practices that can clearly outline how the intended changes benefit each employee and make roles easier and more productive, you only have to worry about selecting the right technology.
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