Comment mesurer le succès de votre stratégie de transformation digitale ?

I completely agree, here is a real-life example of how a company aligned its digital transformation strategy with its business goals: Company: Acme Retail Goal: Increase online sales by 20% in the next fiscal year. Digital Transformation Strategy: 1. Implement a new e-commerce platform with improved user experience and faster checkout process. 2. Utilize data analytics to personalize product recommendations and targeted email marketing campaigns. 3. Leverage social media platforms to engage with customers and promote online sales. OKRs: 1. Increase website traffic by 15%. 2. Improve conversion rate from website visitors to customers by 10%. 3. Increase average order value by 5%. Now that's actually worth it :)

Measures: - On Time Delivery: completing their digital transformation within the expected timeframe. - On Budget: Aim not to exceed the allocated project funds. - In Scope: Determines the project's budget and timeline, which are the first two success measures mentioned earlier. - Operational Disruption: This measure involves minimizing operational disruption during the go-live phase of new technologies.

Depends on your objectives & measurement KPI - e.g.revenue, customer acquisition, customer satisfaction, brand awareness etc. Then it is important to experiment, fail fast & rapidly scale if successful. my clients launched insurance on Twitter. Once significant offtake happened, then they decided to scale up the investments in that initiative.

In the context of a recruitment company, digital transformation can serve several strategic objectives 1. Efficiency and Speed in Recruitment Process Contribution 2.Enhanced Candidate Experience 3. Utilizing digital platforms to reach a broader audience. 4. Embracing technologies (such as AI, machine learning, and automation) 5. Improving employee satisfaction and retention rates(Crossworks Focus) 6. Staying agile by adapting to changing market trends in recruitment technology.

In navigating the digital transformation journey, the true north should be your business's core objectives. It's essential to ask: How does this shift propel our mission forward? Focus on tangible metrics. think increased sales, better customer loyalty or enhanced efficiency. By setting specific goals and benchmarks, we can effectively gauge the impact and value of our digital strategies. Remember, it's not just about adopting new tech!!! it's about strategically driving growth and reinforcing our market position.

Customer Acquisition and Retention: -Track the acquisition of new customers through digital channels. -Measure customer retention and loyalty through digital engagement and customer relationship management (CRM) systems.

Digitization is directly proportional to growth and efficiency. - Improving efficiency and providing outcomes for customers faster. - Data-driven decision-making improves operations and strategic planning - Automation should lead to cost savings. - Development and use of tools, that will improve productivity and save time.

Organizations new to digital transformation will often embark on CX projects with the best motivations to improve things for their customers. More often than not, this devolves into focusing primarily on getting more from the customer over giving more to the customer. This will alienate your customers and result in,at best, flat growth. Start by giving customers a reason why they should be interested in your offering and then making it easy for them access that offering will go much further than interrupting them in the task they came to do so you can push them towards your own goals.

This is the intersection of IT and Marketing and such, the best way to measure the success of the Digital Transformation lies on how efficient you become to acquire and retain customers (cpp, tea, etc) and how easy is for your customer to obtain your services (CSAT, NPS, CES).

The recent drift towards omnichannel strategies requires a customer centric approach, hence it is definitely wise to bound the transformation to customer feedback. Great customer experiences can foster preference and loyalty, which in turn drive to better overall business performance.

At Crossworks, we provide personalized services, such as delivering birthday cakes to each employee. We prioritize skill development through mastermind sessions, counseling from experienced professionals, first aid training, indoor/outdoor activities, webinars, and one-on-one calls to ensure that every remote hire feels connected with colleagues and coworkers. Our goal is to foster a supportive community, encouraging open communication, and creating an environment that actively reduces work stress, turnover rates. Not everyone is interested of course but our engagement team establishes a monthly metric, actively tracking the participation of unengaged or introverted individuals through personalized activities so that nobody feels left out.

Employee engagement can be promoted through publication of digital contents that enhances the skills and potential employees, it also engages them in a discussion where knowledge is shared, each employee contributes their perspective on a topic.

Key metrics include the development of digital skills, innovation participation, feedback and communication effectiveness, collaboration and team connectivity, and the influence of recognition and rewards on motivation. Enhanced measurement tools, such as employee engagement surveys and digital collaboration analytics, offer managers insights into how the workforce adapts and contributes to the digital shift. In embracing a comprehensive approach to measurement, organizations can foster a culture of continuous improvement, ensuring that digital transformation not only advances technological capabilities but also enhances the engagement and effectiveness of the entire workforce.

User experience isn't just for customers. Many organizations focused on increasing engagement are doing so by providing what they are interested in from a business perspective in a manner that assumes both prior knowledge and motivation. No company airs a commercial once and expects to become the next consumer sensation, so why do organizational leaders state a goal or opportunity once and expect everyone to become engaged in the message? Taxonomy, search, cross-linking, and communication are how a digital transformation can help increase employee engagement. Lengthy surveys, content that requires prior knowledge to locate, and processes that make it easier for the IT department to support than for employees to use do not.

Change management is perhaps the most important success factor for advancing digitalization. People (hello Germany 😉 ) are afraid of change. That's normal! But I can help my employees by involving them right from the start and showing them how this benefits their personal situation. Storytelling is often practiced in sales, and it also works quite well in change management.

Dave Farley often says things to the effect of “The ability to change software easily, safely, and with confidence is a marker of its quality.” This concept goes beyond just the software, but the enterprise as a whole and, in this context, digital capabilities. ERP initiatives, be they new for a growing business or an upgrade for a larger business, are a good example of how to understand if the result is really greater capability or just a change. If 6 months to a year after the completion a need arises for a change and it is significantly easier than before the transformation, capabilities have expanded. This is the result of considering the need for future change while engaged in the transformation.

Strategies to Improve Digital Capabilities: -Training and Development Programs: Develop and implement comprehensive training programs to enhance digital skills. Offer ongoing learning opportunities to keep employees updated on emerging technologies. -Digital Leadership Development: Invest in leadership development programs that focus on digital leadership skills. -Foster a culture of digital leadership at all levels of the organization. Cross-Functional Collaboration Initiatives: Promote cross-functional collaboration through the use of digital collaboration tools. Encourage inter-departmental knowledge sharing and joint problem-solving.

Going the route of (digital) capabilities is a really interesting one that has great potential for generating organisation wide commitment and breaking down silos. Identifying key capabilities required, assessing and benchmarking against the external environment, and using them to drive the transformation in multiple iterative and incremental steps has the potential to lead to holistic successes and achievements.

All digital scores are somewhat useless, scales to measure factors that don’t directly impact the bottom lines of most businesses. It is very important to have the right digital capabilities, to ensure that a) the business can meet its strategic objectives and b) the business its in an optimum competitive advantage. The right digital capabilities doesn’t mean the best digital capabilities. Business is not about vanity metrics, it’s about efficient capital allocation, and digital technology adoption is just one avenue for investment.

I included this all to my answer up top. But yes lovely. Exactly what i was saying. I love it! Great connecting with you! I will share it here also : To measure the success of your digital transformation strategy, I track key performance indicators (KPIs) such as website traffic, conversion rates, customer engagement, and ROI on digital campaigns. Also while Analyzing social media metrics, customer feedback, and sales data can also provide valuable insights to tracking your transformation. I Regularly assess the alignment of your strategy with business goals and then adapt based on emerging trends and technologies which is a must. Change with the times or get left behind!

The value of defining ROI metrics before the initiative is that it helps keep sufficient resources during the initiative focused on moving those needles. The reality is that there are many benefit of a digital transformation that are not measurable but very real to those involved. Quality, technical debt levels, and ease of maintenance are some examples that are difficult to measure but highly valuable. Having clear, easy to communicate ROI metrics to present will help to gain and maintain the financial support necessary to deliver both the what is simple to measure and what is simpler to work with.

Return on Investment (ROI) is a critical metric for evaluating the success and effectiveness of a digital transformation strategy. It involves measuring the financial gains or benefits against the costs incurred in implementing digital initiatives: Financial Metrics: Calculate the financial gains resulting from the digital transformation, such as increased revenue, cost savings, and profit margins. Compare these gains against the initial and ongoing investment in digital technologies and processes. Cost Reduction: Identify and quantify the areas where digital transformation has led to cost reductions. Consider factors such as operational efficiency, automation, and resource optimization.

Typically the reason for undertaking digital transformation should result in improved productivity for the organisation. More productive organisation, generate higher profits, pay better salaries/wages and generally have better innovation scores. Revenue / FTE = simple productivty measure. Does your digital transformation help you generate more revenue for the number of workers you have?

To measure the success of my digital transformation strategy, I look at the return on investment (ROI). It’s essential to see how the transformation justifies the costs, risks, and resources involved. - Value generation: Evaluate how it generates value and benefits for stakeholders, shareholders, and society. - Competitive advantage: Assess how it creates a competitive edge and ensures a sustainable future. A simple, quick, and cost-effective way to start is by measuring the Payback Period. It’s a straightforward metric that shows how quickly your investment pays off. Additionally, you can explore metrics like Internal Rate of Return (IRR) and Net Present Value (NPV) for a deeper analysis.

ROI can be measured in different ways. We give importance to the customer acquisition and market share with the help of digital platform

The success of a digital transformation strategy can be measured through key performance indicators (KPIs) such as increased operational efficiency, customer satisfaction, revenue growth, and agility in adapting to market changes. Analyzing metrics related to technology adoption, employee engagement, and the impact on business objectives provides valuable insights. Regular assessments, feedback loops, and benchmarking against industry standards are crucial for ongoing evaluation and refinement of the strategy.

In addition to obvious markers like KPIs, you can assess the success of your strategy by considering factors such as user satisfaction, employee engagement, agility in adapting to market changes, and the ability to foster innovation within your organisation. Additionally, qualitative feedback from stakeholders and customers can provide valuable insights into the overall impact and effectiveness of your digital transformation efforts.

I would additionally consider ease of regulatory and quality program compliance as value added. Building timely regulatory updates into the system, is paramount to the success and bottom line of the organization. When this is hardwired through EMR updates, there is great value in terms of both stop loss and ROI. EMR’s that lag on regulatory updates are very costly in terms of Human Resources, risk and loss

Time-to-Market and Innovation by: 1 - Consider time taken to bring new services to the market. 2 - Assess the innovation rate 3 - Speed of product development cycles 4 - Ability to respond swiftly to market changes.

Level of discomfort - if the digital transformation was easy, it was probably just a show and tell rather than a big go-grab moment. No transformation is painless. Did you prepare a change management strategy and plan on how to ensure the buy-in from partners, external stakeholders, your own teams, shareholders, customers?