How to implement a digital corporate culture?

What is a digital culture in a company?

Corporate culture refers to all the characteristics and specificities that govern the way a company operates. In concrete terms, this means the behaviors and dynamics of the people who work there, but also the working methods, the tools used on a daily basis, the way of communicating internally and externally, etc.  

The digital culture in companies refers to the use of new technologies (connected objects, social networks, digital tools, instant messaging platforms...) within an organization. It is not only a question of tools: it is also a state of mind and a way of understanding this digital transformation.

The development of a digital culture is now of paramount importance for all companies. Indeed, it is impossible to do without digital technology, which is a real factor of wealth creation: increased innovation, increased productivity and performance, development of new solutions...

However, it is not enough to implement new tools to develop an organization's digital culture. Employees must also take part in it, and even more so, integrate it into their practices and reflexes. This means profoundly changing the company's organizational processes.  

Yet, according to a survey conducted in 2020, only 22% of companies surveyed say they have the necessary skills to succeed in their digital transformation. At the same time, 63% of companies with more than 20 employees perceive digital transformation as an opportunity.

There is therefore a gap between what companies want (an increased development of their digital culture), and the resources they feel they have available for this. However, the implementation of such a culture does not necessarily require large resources. As we have seen, it is above all a state of mind.  

📌 To go further on the topic of company culture, find out how to create a strong company culture

Why is it important to create and maintain a digital corporate culture?

It's no secret that digital technology is everywhere and governs many uses. In this context, companies must adapt. We saw that they succeeded in doing so during the Covid-19 crisis, which forced them to implement (when possible) remote work and the dematerialization of documents.

By developing their digital culture, companies reap many benefits:  

• They strengthen their online presence, solidify their image and acquire new customers;
• They attract new talent, thanks to their online image and the multiplication of recruitment channels (via social networks, for example);
• They retain their talent by offering state-of-the-art tools and work methods.
• They safeguard internal knowledge by creating a shared document base (so-called electronic document management);
• They encourage innovation and creativity;
• They achieve productivity gains;  

In other words, digital culture is as much a tool for retaining talent as it is a way to foster innovation, performance and brand development.

How to implement a digital corporate culture?

Developing a digital corporate culture is not that complicated: all you need is a solid and precise action plan. Here are some best practices to implement:  

• Establish a clear digitalization plan based on a field survey. What are the expectations and fears of everyone? What does the company need to digitalize? (Moreover, which processes can be digitized?) Are there any obstacles (cultural, organizational...)?
• Choose your tools well.It is recommended to rely on a secure Digital Workplacewhich is  high-performance, and compatible with collaboration tools that are integrated with each other. Microsoft 365 and Teams are good examples of this. To implement these new tools, consider involving the IT department and the managers, and call on an integrator.  
• Form a project team and plan its actions. The use of a reverse scheduling tool is generally wise. What steps should be implemented, and in what time frame?
• Train managers in the new tools and also in the new corporate culture. As such, they can be considered as "facilitators": they are the ones who will drive and promote the digital culture to other employees.
• Digitalize business tools, department by department.
• Communicate widelyto all staff, adapting to the target. There is no point in implementing new tools and practices if only a few people know about them!

💡 Also read our guide to successfully digitalizing your business

Some examples of tools to implement:

• An intranet and corporate social networks, for internal communication purposes;
• Project management dashboard to centralize all tools and documents to facilitate collaboration
• A who's who, an HR intranet and digitized payslips for HR;
• A personal Dashboard for everyone;
• Participative meeting applications to facilitate exchanges and communication with remote employees

Of course, the nature of these tools varies according to the characteristics, needs and size of the company. There is no standard solution for digital corporate culture, only customized solutions.

👍 To go further on this topic, find out how to successfully lead change in 2022

And in the long term? Some paths to follow

Developing a digital corporate culture is important. But maintaining it is just as important!

In your action plan, don't forget to take into account the long term.

Here are some practices to put in place to sustain your digital culture:

• Involve users when setting up the software with your integrator so that the tools perfectly meet business needs. If they are convinced that these tools will simplify their daily missions and that they have a say in them, they will be more comfortable with the change;
• Communicate internally on a regular basis, especially on digital issues that are important to the company;
• Accompany the changeon the long term with continuous training and support for those who need it;
• Offer state-of-the-art software, such as Microsoft 365, whose uses are infinite and whose features are regularly enriched;
• Allow time for reflection. The company's digital transformation must not be rigid, and be limited to checking boxes on an action plan. It is therefore recommended to organize regular meetings (once a month, once a quarter...) to gather opinions and suggestions from the project teams, and even from some employees. This allows the company's digital culture to be co-constructed and, above all, adjusted over time.
• Measure the success of your strategy by tracking your KPIs. Define objectives and associate KPIs to these objectives. You will then be able to adjust your decisions according to the results you obtain in order to ensure the success of the implementation of a digital culture.

🔎 To go further, find out how to define and track your Digital Workplace KPIs

Conclusion

A digital corporate culture is a performance driver and a real asset for an organization. But it must not be built randomly: in addition to establishing a precise action plan, it is important to choose the right tools and to rely on a well-defined project team. Moreover, it is essential to remember that a digital culture does not only refer to the digital tools implemented in the company: it is also a way of seeing things, of working, of communicating, which must be transmitted to all employees. It is therefore also a cultural revolution, which must be built over the long term.