How can you keep digital talent for transformation?

Digital transformation is not only about technology, but also about people. To succeed in the digital age, you need to attract, retain, and develop digital talent that can drive innovation, agility, and customer-centricity. However, keeping digital talent for transformation is not easy, as they are in high demand, have high expectations, and often seek new challenges. How can you create a culture and environment that motivates and empowers your digital talent? Here are some tips to help you.

1 Offer a clear vision and purpose

Digital talent want to work for a company that has a clear vision and purpose for its digital transformation. They want to know how their work contributes to the company's goals, values, and impact. Therefore, you need to communicate your vision and purpose regularly and consistently, and align them with your digital talent's interests and passions. You also need to involve them in co-creating and shaping the vision and purpose, and give them a voice and a stake in the transformation.

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John Wegman

Growth Strategist | CEO | Scaling Expert
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I think the key element here is helping each team member understand their role in the bigger picture - this evolves so rapidly in today's digital environments. If they start to see a disconnect between the strategic goals (which by definition should not change quickly) and their daily tasks, you have disengagement quite quickly. In a hybrid or WFH environment this carries additional risk.

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2 Provide learning and growth opportunities

Digital talent are always eager to learn new skills, technologies, and methodologies. They value opportunities to grow and advance their careers, and to work on challenging and meaningful projects. Therefore, you need to provide them with learning and growth opportunities, such as training, mentoring, coaching, feedback, recognition, and career paths. You also need to encourage them to experiment, innovate, and collaborate across teams and functions, and to share their knowledge and insights with others.

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Shivani Tiwari

Digital transformation |Product Management | Core Banking | Fintech | ESG | Sustainability | Strategy | HEC Executive MBA
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In my experience, it is not only digital talent but the company’s workforce should have the flexibility to choose and align their career goals with the company’s objective of becoming digital. Motivate the workforce by giving them opportunity, required training and guidance. Moving away from a Legacy system can be hard in terms of proven processes , working models, operational details etc Hence , it is always important to have the continuous communication and benefits of advanced technologies.

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3 Foster a culture of trust and empowerment

Digital talent thrive in a culture of trust and empowerment, where they can work autonomously, flexibly, and creatively. They do not like to be micromanaged, controlled, or restricted by rigid rules and processes. Therefore, you need to foster a culture of trust and empowerment, where you give them the freedom and responsibility to make decisions, solve problems, and deliver results. You also need to support them with the resources, tools, and guidance they need, and to celebrate their successes and learn from their failures.

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4 Build a sense of community and belonging

Digital talent value a sense of community and belonging, where they can connect and interact with other digital talent, as well as with the wider organization and stakeholders. They want to feel appreciated, respected, and supported by their peers, managers, and leaders. Therefore, you need to build a sense of community and belonging, where you create opportunities for socializing, networking, and collaborating, both online and offline. You also need to promote diversity, inclusion, and respect, and to acknowledge and leverage the unique strengths and perspectives of your digital talent.

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Nicholas Boampong

Dynamic Leader in Strategy | Product Management | Sales | Marketing | Global Business Development | SME Consultant
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A lot of digital talents do not see themselves as valued beyond the tasks they are expected to perform. As a result, once they deliver on the assigned tasks, nothing else motivates them to do more or stay. They may experience a burn-out. It has imperative that they are made to see themselves as doing meaningful work and part of the change thats about to happen.

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5 Offer competitive and flexible rewards

Digital talent expect competitive and flexible rewards that reflect their skills, performance, and contributions. They also look for rewards that suit their preferences, needs, and lifestyles. Therefore, you need to offer competitive and flexible rewards, such as salary, bonus, equity, benefits, perks, and recognition. You also need to customize and personalize your rewards, and to offer options and choices that allow your digital talent to balance their work and life priorities.

Keeping digital talent for transformation is not a one-time effort, but a continuous process that requires constant attention, adaptation, and improvement. By following these tips, you can create a winning proposition for your digital talent, and ensure that they stay engaged, motivated, and loyal to your company and its digital transformation journey.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you keep digital talent for transformation?

1

2

3

4

5

6

1 Offer a clear vision and purpose

2 Provide learning and growth opportunities

3 Foster a culture of trust and empowerment

4 Build a sense of community and belonging

5 Offer competitive and flexible rewards

6 Here’s what else to consider

Strategy

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How can you keep digital talent for transformation?

1

2

3

4

5

6

1 Offer a clear vision and purpose

2 Provide learning and growth opportunities

3 Foster a culture of trust and empowerment

4 Build a sense of community and belonging

5 Offer competitive and flexible rewards

6 Here’s what else to consider

Strategy

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