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Digital transformation: how is it different when your workforce is entirely remote?

Published on 02 Sep 2020
Striata in Mexico

At the beginning of 2020, digital transformation was already high on the agenda of most companies. What was once a ‘nice-to-have’ became an imperative for any organization looking to stay competitive. But any formal digital transformation initiatives that were in place in January were undoubtedly put on the back burner thanks to the various Covid-19 lockdowns around the world. 

While some companies may resume their digital transformation initiatives as they go back to the office, others will be forced to take a different approach. They may, for instance, have realized that having a fully remote workforce can help them save on overheads and be more resilient in the face of external crises. 

But, what implications does going fully remote have for an organization’s digital transformation initiatives and how can it ensure they’re as effective as possible? 

Accelerating the shift 

One of the most important points about digital transformation is that it’s not about the technology. It’s far more about a shift in mindset and ways of doing business. While technology is important, its primary role is as an enabler of digital transformation. 

In that respect, a shift to remote work can help accelerate digital transformation. With no choice but to meet and collaborate in digital settings, people are forced to change their way of thinking. For example, someone who may have balked at the idea of online meetings or collaboration on projects will quickly see that they can be just as effective as when they’re done in person. 

That, in turn, may make them more open to embracing digital transformation across other aspects of the business. This includes its products, offerings, and marketing strategy among others. 

Enabling environment

But in order for remote work to have this accelerated effect on digital transformation, the organization has to create an enabling environment. 

In doing so, organizations should consider the following: 

  • Visibility of information – With people more spread out than ever, it’s critical that all kinds of information are stored centrally that employees can access it from anywhere.
  • Security – The early days of lockdown, in particular, highlighted how much more of concern security will be going forward, with phishing attacks rising dramatically.  It’s therefore vital that the organization has proper guidelines and controls in place and that it continually educates staff on the latest threats.
  • Ease of use – Going remote may require a different set of tools and systems to those used in the office. It’s critical that these are easy to use and intuitive, otherwise they will be bypassed.
  • Speed of response – In an office setting, getting feedback on an important question can be as simple as walking up to someone’s desk. When everyone’s remote, that’s simply not possible. It’s important, therefore, that feedback and collaboration be fast (organizations should communicate what they consider reasonable timeframes), so that no one is wasting time waiting for information.
  • Convenience for customers – When everyone in an organization is remote, investing in a great support system that caters for multiple channels of communication, but keeps information in a central place is pivotal.

These are all things that are critical to digital transformation anyway, but in a remote setting extra attention needs to be paid to them. 

It’s still a process 

While having a fully remote workforce can accelerate digital transformation, it is important to remember that it is a process. As is the case with its onsite equivalent, digital maturity won’t happen overnight. In fact, trying to achieve instant digital transformation will likely result in resistance and pushback, ultimately hampering an organization on its path to digital transformation.  

The best place to start this process in both onsite and remote settings is with digital communication (both internal and external). It’s something that’s generally simple to understand and which can be standardized relatively easily. 

Implemented properly it can set all organizations, remote or otherwise, on the path to digital maturity.

Let’s discuss how a digital communication maturity framework can help drive your organization’s transformation efforts

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Linda Misauer

Linda Misauer

Vice President, Global Solutions at Striata, a Doxim company.

Linda Misauer is the Head of Global Solutions at Striata and is responsible for technical Research and Development, Operations and Project Management for global initiatives.

Linda previously led the Product Management of the Striata Application Platform before moving across to Striata North America as Chief Technical Officer (CTO). As Product Manager, her responsibilities included internal project management of the product development team, market research & product feature design, as well as the product lifecycle management and quality control. As CTO, Linda was responsible for all technical operations for North, Central and South America, including the Project Management, Support, Production and Data Engineering.

Linda has over 10 years of experience in the IT industry, ranging from video streaming solutions and website application development to electronic billing and messaging. Prior to joining Striata in 2002, Linda held the positions of Chief Information Officer at AfriCam, and was IT project manager at Dimension Data.

Linda studied at the University of Natal – Pietermaritzburg and holds a degree in BSc, Majoring in Computer Science and Economics. Linda also has a Diploma in Project Management.

Read more of Linda’s blog posts here or connect with her on the following social channels: