By Ron Zamir
The new technology transforming the world today can make businesses more streamlined and simplified. In the corporate world, the concept of automation is picking up speed; 58% of executives indicated they were working toward more automation, more than doubling the number of executives making the shift to automation from the previous year. Marketing departments, in particular, are pioneering the growing use of automation. Marketing automation technology is expected to grow at a 14% compounded annual growth rate over the next five years.
Disruptive Technology For Learning
In the age of AI and automation, learning departments need to examine the ways employees are already learning on their own. For example, they might use Google or YouTube to learn something. Creating multiple touch points where employees can go for training is a great way to scale and offer on-the-job learning. To start using technology more, learning departments need to measure the data from their current training to determine the usage and effectiveness of the different touch points their learners have access to. Engagement and throughput data from current training can help them create persona-based approaches for onboarding: the first interaction any company has with the incoming new hires.
Three Strategies For Embracing Digital Transformation Through Onboarding
The technologies available to most learning organizations can be harnessed in onboarding new employees to adopt digital transformation. Using available tech in three specific, strategic ways can make an impact and close the gap between marketing and organizational learning.
1. Utilize different channels to connect and scale. Connect learning to the vision and values of the organization. Social or video platforms that are commonly used in many age groups for connecting in daily life, for instance, can help you connect employees’ values with that of the company. Increasing your connection to employees will also make it easier to increase the reach of your training.
2. Create systems to build confidence. Create ways for new hires to practice their new skills. When employees know they can perform a task or complete a vital process for the company, their confidence will grow, and so will their satisfaction.
3. Provide ways for new employees to contribute. Creating opportunities for employees to contribute early in the onboarding process is a great way to integrate them into the company culture and make them feel inspired and appreciated.
Learning That Supports Business Transformation
Many organizations have been disrupted by new technologies and their inability to keep up with all the changes. According to a study by Gartner, there are three capabilities that executives within fit organizations focus on to make this possible. First, they focus on the alignment of the employee vision and values with those of the business. They also train leaders to be more adaptable to changes for when, not if, they come. Lastly, they anticipate change by looking at trends in the data they are already measuring and by starting early in the onboarding process to create brand champions. The combination of these three capabilities helps fit companies close the technology gap between the marketing and organizational learning departments.
The work of today’s learning organizations to stay adaptable is a little like trying to walk through raindrops. It’s necessary to find the time between the reactive needs to make a strategic and preemptive plan. Start early, either during or before onboarding, to stir the desire of new employees to be the best corporate citizens they can be.