Like some of you, we’ve been running around a few of our industry’s biggest conferences this fall. The user conferences and trade shows are impressive, the innovation coming out of them has never been better, and there’s never been more and better technology in our space than at this very moment.
But appreciation of that fact brings another realization I can’t avoid: HR, we’re still not doing what we need to do in developing and articulating our digital HR and digital people strategies. We’re still talking about technology plans, platforms and modules and features, about replacing systems. When we need to be talking about WHY we’re doing what we’re doing - the business outcomes we’re attempting to drive. We need to think that way for our business, for certain, but having this digital strategy down pat also puts your selected vendors in a position to help you and to meet you where you’re at.
ASK YOURSELF WHY.
Why are we doing this, what are we trying to achieve, and what are the measures of success we’ll use to understand progress? (Hint: Go-live is not a measure of success.)
This is how BASIC (and how critically important) it is to think digital. Asking why. Take a listen to my latest #leapnow moment to understand the difference between a digital strategy and a technology plan.
ABOUT THE AUTHOR
Jason Averbook is a leading analyst, thought leader and consultant in the area of human resources, the future of work and the impact technology has on that future. He is the Co-founder and CEO of Leapgen, a global consultancy helping organizations shape their future workplace by broadening executive mindset to rethink how to better design and deliver employee services that meet the expectations of the workforce and the needs of the business.