If digital transformation raises a question of corporate culture, it also raises a question of tools. Indeed, digital transformation implicitly implies easier exchanges and better sharing within the company. That's fine, but what are the right tools to support digital transformation? Fortunately, there are many types of tools to collaborate, facilitate these exchanges and be more productive. We'll guide you!
Tools to support digital transformation: instant messaging
In recent years, instant messaging has become one of the essential digital tools for employees. It is often complementary to "traditional" internal communication tools. The objective of instant messaging is to provoke short and efficient exchanges between employees who are not necessarily physically together. Instead of telephoning or travelling, employees who use instant messaging do not hesitate to communicate via this channel, even if they are only a few metres apart.
The benefits: practicality on the move, instantaneous exchanges
Tools to support the digital transformation: thehe platforms for exchanges between employees and collective intelligence
To support your digital transformation, it would be a good idea to set up a platform for exchanges. Corporate social network, collective intelligence platform... Whatever its name, the objective of this tool will be to spread a culture of sharing. Sharing information, knowledge, skills or best practices... Digital technology does not allow for the compartmentalisation of skills, talents and ideas. A tool dedicated to exchanges will help achieve the agility sought in any transformation.
The benefits: implementation of a culture of exchange, end of silo logic
Tools to support digital transformation: theraining tools
Digital technology has revolutionised employee training: MOOCs, social learning, blended learning, microlearning, etc. However, it is essential to set up a training system to accompany any transformation. This system is in two stages. Firstly, it involvesaligning employees with common knowledge and language. In fact, all employees must "speak the same language" so that they are all involved in the transformation. Secondly, employees must have the opportunity to share their knowledge and know-how themselves. Thus, learning must be both top-down and collaborative. In short, to achieve thelearning company, top-down training is mixed with social learning!
The benefits: the employees are all at the same level of knowledge, and are committed to creating training courses themselves.
