65% of C-suite executives often get frustrated by technology tools at work. What do they do when the software tools do not operate the way these higher executives want? They delegate the tasks to lower-level executives. And these employees have no choice but to be baffled. More than 32% of the staff find technology training inadequate for the job they are assigned.
Lack of understanding of these tools creates a gap in employees’ workplace experience, which leads to a domino effect throughout the organization. From employee disengagement to subpar enthusiasm and decreased productivity, all turn into reality as a chain reaction. No company wants such a scenario.
So what to do?
Provide dedicated and customized employee training for complete digital fluency.
Training as per employee roles
Every department has different needs and usage even though they use the same technology. The sales team will use a productivity tool for unique purposes than the accounts team. They might even use distinct features of the same software.
When the organization provides general training for all employees, it will build a fundamental understanding of the tool. However, the employees won’t learn any specific skills required for their job.
Training as per employee personas
Organizations can simplify digital fluency training by segregating their employees based on some unique traits or personas. These traits can be the existing technology fluency, needs, comfort with software tools, work experience, engagement, enthusiasm, and flexibility.
One example of such personas:
New with no digital skills
Disciplined with limited digital skills
Adaptive with proficient digital skills
Relentless with advanced digital skills
Training as per tool usage
Improvement of productivity is one of the primary goals of digital fluency. Organizations need to identify gaps in employee learning and offer specific training that will improve their performance. Companies should also analyze the best tools to use for a particular task or by any team. Heedless use of software just because they are in trend will burden the organization and the employees without enhancing productivity.
Implementing a governance process
Some organizations pay detailed attention to digital fluency training but miss out on the application stage. Without a proper standardized framework, employees use software tools as per their wishes. This gap in implementation hurt the company in the long run instead of boosting productivity.
For example, a simple chat room would add no value if the members do one-to-one communication instead of sharing information in the group. All the members won’t have access to relevant details, which will hamper the workflow.
Conducting training needs analysis
A thorough learning needs analysis assesses the current digital skill level of all employees. It also enables the identification of training needs for all job roles. Organizations should also understand the challenges employees face while doing the job and provide training that targets their needs.
Building a technically sound workforce is complex and requires more than just training. Yet, effective skill programs will move your organization towards digital fluency. The learned skills will improve work efficiencies and business outcomes.