Transforming an organization into a digital player is neither easy nor quick.
Such an endeavor will require a company-wide change. This usually takes time, perseverance, and a change management strategy that is well executed.
Furthermore, their behaviors and interactions with inside colleagues and external stakeholders will need to evolve. It will require instilling a culture, eventually new values, and a new set of behaviors that define how things are done.
Organizational change is no easy task.However, according to studies by Boston Consulting Group (BCG), companies focusing on the cultural aspects during a transformation reported 5x better results and stronger financial performance than those who did not.
Additionally, digital leaders are talent magnets. Why? Young generations (Gen Z and Gen Y) like to work for digital players because their organizational setup is usually more flexible and agile. They enable collaborative and creative environments and greater autonomy for employees. They encourage their staff to take measured risks. In these companies, continuous development is a must.
In short, digital players are appealing to young generations because they provide an environment where they can perform and develop themselves.
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Les organisations évoluent au fil du temps pour s'adapter aux fluctuations du marché, tirer parti des nouvelles idées et technologies, apporter des améliorations et s'adapter aux circonstances internes et externes.
Les entreprises du monde entier se rendent compte que même dans un monde axé sur la technologie, ce sont les expériences qui comptent le plus
Les employés ont tendance à travailler plus longtemps dans des entreprises où ils se sentent bien dans leur peau, indépendamment de leurs salaires et de leurs primes
