The buzz word Digital Transformation is a hot topic in many organizations. There is a lot of chatter out there on what a Digital Workplace is supposed to be. Interestingly enough the discussion is either entirely product or consulting based. So when it comes down to building a roadmap for your Digital Workplace of the future, you don’t want to be tasked with a consulting job, including never-ending ‘requirement analysis’ and surveys. Organizations should however aim for a product approach that will deliver a vast list of great features to help make your end users happy. Nevertheless, it is not recommended to build a Digital Workplace on  a static solution, a digital vision is needed.

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Digital Transformation

At Hoozin, the Digital Workplace strategy aims to design an excellent solution with future-proof integration capacity. The design needs to be ‘consumer level’ and the logic must be based on what the user is already using during off work hours. Finally, the content distribution and collaboration must be very easy to use. Remember, if you want to improve digital productivity, you need adoption first and adoption requires an end user and business-centric approach.

About our methodology…

Deploying or ‘dumping’ some digital solution all over the business is not going to be sufficient. There is a need for a methodology (vision) to bring innovation and the next generation Digital Workplace straight to the employees.

A new milestone in Digital era 19So, for now, we could argue we need tangible Software and a clear vision, adapted to each individual business, to get it deployed, adopted and accepted. That last word ‘accepted’ is amazingly important. The key teams responsible for defining the strategy for Digital Workplace are often not aligned. At Hoozin we think this is mostly because different departments and different contributors do not see or may have not  accepted each other’s skills. The willingness to learn from each other increased once an individual’s skill sets are clear. This is simply goes beyond a job title listed on a business card.

 

 

Without having defined what tool or methodology to use, what is there to agree on?

Well at Hoozin we believe we should always start with a ‘skill audit’. The departments involved with the Hoozin Digital Workplace vision should know where they stand. Where they are strong and where they need help from other skill sets. Once we properly plot the different skill sets, we can place the mission in the middle.

If an organization is entirely leaning on Technology & IT Management we will quickly identify user-friendly solutions that are built on top of Office 365. Anything around Office 365 is very IT-centric and low in user experience. Those that approach the challenge from a pure Social & Collaboration approach quickly end up promoting non-productivity solutions like Facebook for Workplace. The above matrix is a great way to make sure that all the skill sets get a place in the decision making process. Both vision building and software solution selection need to go through this skill audit process.

Workplace Example on All in one

What makes this model great is that Hoozin contributes to organizations with new skills while highlighting and enforcing the existing ones. Our core skills are of course in the middle, but we do cover the other four blocks of Digital Transformation; User Experience Design, Content & Communication, Technology & IT Management, and Social & Collaboration Management. It is the exchange of skills, ideas, and vision in relation to the Hoozin solution that enables the transition into the perfect Digital Workplace.

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