As charities increasingly move towards digital workplaces, it’s worth noting that developments often lose their way, or fail, due to a fragmented approach that prioritises a few technology ‘fixes’ over strategy, according to analysts at Gartner.
To combat this, digital workplace leaders in charities need to employ a framework to ensure their digital workplace initiatives address eight critical components required for a successful implementation.
Gartner has identified the eight critical components — ‘building blocks’ — that charity digital leaders need when planning, directing and evolving digital workplaces:
1. Vision: Describe What Digital Workplace Success Will Look Like
The vision describes the future state of the digital workplace and how it will benefit all stakeholders. It should be consistent with the organisation’s values and serve as a source of inspiration to the stakeholders who will craft the strategy and tactics to realise the vision.
2. Strategy: Create a Roadmap to Reach the Destination
The strategy describes the approach an organisation will use to achieve its vision and create a digitally empowered workforce. It clearly defines the strategic roadmap to achieve the organisation’s business goals.
3. Metrics: Measure Performance and Value
How application leaders of digital workplace programs measure the value of their initiatives should be an extension of the organisation’s current approach. Each initiative should be designed to have a positive impact on a business value metric, such as workforce effectiveness, employee agility, employee satisfaction and employee retention. Effective metrics also provide a feedback mechanism for continuous development of strategy and tactics, serve as great tools for change management, and help structure employee incentives.
4. Employee Experience: Design for Improved Employee Interaction
Creating an excellent employee experience is a pivotal aspect of a digital workplace. An engaged, creative and energetic workforce outperforms the competition in terms of service delivery, execution and product design. The aim should be to increase employees’ participation in any workplace redesign, in order to create an environment that will make them more effective and connect them better to the outcomes of the business.
5. Organisational Change: Start Small but Think Big
As digital workplace initiatives mature, they require considerable change to a charity’s internal processes, departmental structures, incentives, skills, culture and behaviour. Ultimately, digital workplace initiatives will affect every system, process and role within the organisation.
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