How to get your team on board with digital transformation

Digital transformation is vital if the training industry is to continue delivering high-quality training that can be accessed by everyone. It helps to streamline and improve the learner experience, ensure compliance across the board and reduce the cost of delivery.

Embracing digital processes will be even more important as ‘Generation Alpha’ comes up through your education and training systems.

Those born after 2010 have used technology to self-teach from an early age, and they’re becoming used to features like AI-optimised learning. The steps that training providers take now to accommodate this generation will keep their organisation robust for years to come.

As we explored in our article on the benefits of digital transformation, there’s no doubt that digital delivery can improve the learning experience and lead to smoother operations for trainers. But there will always be staff who harbour anxieties about whether the benefits are worth the short-term disruption.

It’s common for people to resist change – and there are many reasons why resistance is often the first reaction to a new change.

This article looks at why your employees may oppose digital transformation and what you can do to help them overcome their concerns.

If digital transformation is still a new concept to you, get up to speed here: What is digital transformation and how can it help you?

Explain the reasons for digital transformation

It’s difficult to take people on a journey with you if they don’t understand why they’re going. You need to be clear about your objectives so that you can communicate these back to your employees.

• Why are you looking to change the old systems?
• Why do you think it’s time to reduce the number of human touchpoints in your systems?
• Why is digital transformation important to your organisation?

It’s also key to think through the immediate benefits for individual employees. When you introduce the idea of digital change, the first thing they’ll want to know is what’s in it for them.

Personalise your response to get individuals on board. For example, help trainers to understand that technology will reduce the time they spend on mundane tasks, like filing ILRs. This will free them up to focus on the aspects of the role that rely on their expertise, like giving feedback to learners.

Empathise with your employees

The digital landscape is not something that everyone is naturally attuned to, so it can be difficult to adjust on the spot. Digital transformation often means significant change that can be overwhelming for managers and trainers.

It might include changes to:

• Your processes and procedures
• Roles and responsibilities
• The business model or strategy
• The company structure
• Reporting models

Ease people into it and recognise that they might face change fatigue. Pre-empt this with a clear change management plan that outlines each stage of the project and reflects all stakeholders’ needs.

You can guide managers and trainers through the features of the new system by offering parallels to educational tools they’re more familiar with. Run training sessions and establish mentors who can provide help to people who need it.

Your new digital tool or platform should also be able to offer extensive support to guide your team through the process. This might come in the form of implementation guides or having a dedicated member of the team on hand.

Highlight your concerns around staff adoption in early conversations with the company and make sure there’s a robust support system in place before you move forward.

Remind people of their value

It’s crucial to recognise that some people will also feel threatened by the new technology you’re introducing. Perhaps they’ve developed a data reporting structure they’re proud of, but this will be automated after the transformation.

Talk about how roles and responsibilities might change and emphasise the value that they will still bring to the organisation.

Get your employees’ input

The best way to raise engagement is to get people involved. This will familiarise them with new technology as it’s being installed and offer them a window into the decision-making process.

If you don’t involve employees, you risk making them feel like the change is being forced upon them. This can lead to resentment and frustration, and deepen resistance.

Make your employees part of the digital transformation journey and they will be more invested in its success.

Communicate changes clearly

Going through a digital transformation is a busy time for leaders. There’s so much happening behind the scenes that you won’t always remember to keep staff updated.

However, times of uncertainty can create a lot of stress. Make sure you’re clearly communicating what’s going on and the changes staff can expect in the coming weeks.

Here are some tips for improving communication around digital transformation:

• Have a relaxed, two-way team discussion that outlines new responsibilities or changes that will take place
• Run one-to-one meetings to give employees the chance to air private worries
• Continue to highlight the long-term benefits of the transformation process
• Remember to explain the systems that will stay the same too

How Bud can help you get your team on board

The Bud team has years of experience in training delivery. We understand the challenges associated with digital transformation for training providers and can help you every step of the way.

Our implementation package is split up into two levels to ensure your team has all the support they need:

• The Core package gets you set up with the basics of Bud
• The Enhanced package provides an extra level of expert support to guide you and your team through the digital transformation process

Download our free business health check tool to analyse your resources and decide on the level of support you need or book a call with our team today to find out more.