Getting Your Team On Board with Digital Transformation: Beyond the Company-Wide Email

The buzzword "digital transformation" gets thrown around constantly, but it's more than just buying new tech and 

Digital transformation projects have a spotty track record. For every success story, there are dozens of expensive initiatives gathering dust because no one's actually using them.

What's the difference between projects that thrive and those that fail? Across industries, it often comes down to one thing: meaningful employee engagement.

Stop treating people like digital transformation spectators

At one company puzzled by the low adoption of their new digital workflow system, team members were asked about it. One response summed it up perfectly: "Oh, you mean that thing they told us we'd be using? No one asked if it solved any of our actual problems."

This scenario plays out frequently when employees are treated as passive recipients rather than active participants in the digital journey. Organizations should ask themselves:

• Did frontline teams have any input before technology decisions were made?
• Is there a straightforward way for people to provide ongoing feedback about digital tools?
• Are employees who embrace new ways of working celebrated and spotlighted?

The most successful transformations involve employees from day one—not as an afterthought.

"Because digital is the future" isn't good enough

Executives often declare "digital transformation is critical for our future" without explaining what that actually means for daily work. Vague statements about "keeping up with competition" don't inspire anyone to change comfortable routines.

Effective communication needs to answer the question every employee is thinking: "What's in it for me?" This means:

• Explaining specifically how new tools will address pain points people actually experience
• Using real examples from within the organization where possible
• Creating opportunities for dialogue, not just one-way announcements

One manufacturing company saw adoption rates triple after they scrapped generic messaging and instead showcased how the new system saved their most respected team lead two hours of paperwork every week.

People can't use what they don't understand

"We sent out training materials" isn't the same as "our team is comfortable with the new technology." Digital confidence varies dramatically across organizations, and ignoring this reality is a recipe for failure.

Effective approaches include:

• Offering different learning formats (videos, hands-on sessions, written guides) to accommodate different learning styles
• Creating a network of "digital champions" who can provide peer support
• Building in time for practice and experimentation before full implementation

One healthcare organization created a "tech buddy" system pairing digitally confident staff with those who needed more support. Not only did it improve skills, but it also built relationships across departments.

Embrace resistance (seriously)

When this idea is mentioned, it often receives skeptical looks. But resistance isn't the enemy—it's valuable feedback.

When someone says "this new system will never work," they're rarely just being difficult. They've spotted a legitimate concern based on their experience. These are exactly the insights needed to make digital transformation successful.

Productive approaches include:

• Creating safe spaces for skeptics to voice concerns without judgment
• Looking for patterns in resistance (Is it coming from specific departments? Is it focused on particular features?)
• Involving vocal critics in finding solutions

Making it work

The most successful digital transformations don't feel like top-down mandates—they feel like collaborative projects where everyone has a stake in the outcome.

Digital tools should make work better, not just different. When employees see technology as something that helps them rather than something done to them, that's when true transformation happens.