How can you lift up your digital culture in 3 steps?
Talent, HRM, Employee satisfaction

Digital transformation is not just a buzzword. It is a strategy to move your business model to new heights using technology. Many business leaders understand that culture is the most important game changer to move ahead. Having people to interact more digitally, understand technology and how it helps and not be fearful of it. At Bluefort we can help you forward by starting the change to your digital culture in the area of human resource management.

Many customers told us that the life cycle of a person’s journey with the business can be digitised and as such business leaders would by design improve the digital culture. Key aspects of the digital workplace for employees are evolving around collaboration, speed and personalised service from the business to the employee.

The interaction with people in the business consist of many different touch points with HR.

Traditionally, many businesses have HR teams that work on replying responses to the people asking them or drive individual communication via email. It is a necessary task; however, it is an easy target for digital interaction that would improving the employee satisfaction and build towards a digital culture.

So, how can you lift your digital culture in 3 easy steps?

Step 1 Define the interaction points with people from attract to retain

ATTRACT; The competition for talent is fierce. HR leaders need to create a compelling employer brand to attract candidates and streamline the hiring process to serve candidates, hiring managers and the business. It is imperative to cultivate talent pipelines that shorten the time to fill high priority roles.

EMPOWER; Attrition is expensive, as are un-engaged, unproductive employees. HR leaders need to create an engaging experience across the employee lifecycle, from seamless onboarding to constructive performance coaching to customised options for career development.

OPTIMIZE; Workforce planning and people analytics is both an art and a science. HR leaders are responsible for building cost-effective programs that can be tracked and analysed with technology. The future of work requires empowering employees to make insights driven decisions.

Step 2 Automate the interaction points and design great looking digital conversations

Within the many aspects on the above topics of interaction with employees, it becomes paramount to automate the flow. Use apps between recruit and recruiter to facilitate the conversations.

  • Connect to LinkedIn Talent Solutions to find and source top candidates
  • Create accurate profiles by integrating disparate data, including self-assessments completed by the candidates.
  • Select top candidates to participate in a transparent, collaborative interview cycle.
  • Use the interview scheduler to coordinate calendars, automate the scheduling process and communicate with the candidates on expectations.
  • Allow interviewers to easily provide feedback from their mobile device or desktop.
  • Shorten the time-to-hire, as hiring managers have easy access to interview feedback and can make an informed decision whom to hire for the position.
  • Create a personalized pre-boarding and onboarding experience
  • Share critical resources and relevant documents to get your new hire productive
  • Create onboarding milestones and task lists
  • Identify critical contacts and help make connections
  • Discover communities to join
  • Monitor the success of the onboarding progress
  • Provide Self Service apps for provisioning of employee information about the job, education and learning options, compensation and evaluation.

The above items are just a handful of items you can consider as digital touchpoints. There are many more you could uncover.

Step 3 Analyse analytics and understand more about your employee conversations and improve them

Once you capture the conversations in a digital manner, your digital capability to better learn and understand them goes up as well. From our experience and engagement with customers we have learned the following elements

  • See up-to-date performance dashboards that reflect real-time data
  • Give people tools that enable them to track accomplishments and visualize their performance at any given time
  • Get full transparency around employee performance, so corrective action can be taken immediately
  • Build an environment of trust and goodwill, because employees know that they will be rewarded when they perform at high levels
  • Turn performance into a daily, two-way conversation that leads to satisfied employees

Would you like to learn more about how we can help you deploying better Human Resource and Talent technology? Reach out to us at bkuijt@bluefort.com.mt or call at +356 9980 6118 and we can get you up and running with your digital culture lift.