Assume you’ve been given the duty of adopting a complex new CRM platform to help your company’s digital adoption transformation initiatives.
Sales staff around the organization now have better, faster, and easier access to client data, and sales are increasing.
There’s simply one issue: your team isn’t appropriately utilizing the technology.
Without the correct implementation and digital adoption platforms, adopting digital tools is incomplete.
You may lose income or barely make a return on investment if you can’t persuade your sales staff to correctly use these technologies and struggle with digital adoption (ROI).
Sounds familiar, right?
So, what exactly is digital adoption?
The process of training employees on “how” to use or adopt a tool as well as educating them on “why” the tool was chosen is known as digital adoption.
It’s significantly more motivating for employees to know they’re using a system because it helps them be X percent more productive by saving X percent of their time.
Instead of only imparting features and capabilities, enablement leaders and sales trainers should focus on the why and how.
Digital adoption is critical to the success of the digital transformation.
A horse can led to water, but it cannot be made to drink.
This is true whether introducing or implementing a new system, tool, or application.
Just because you think it’ll be a good fit for a representative or team doesn’t imply it’ll work out.
What is the significance of digital adoption?
The use of digital tools and software-as-a-service (SaaS) applications is quickly increasing.
In reality, the average midsize organization employs 137 different SaaS applications, all of which necessitate training.
When a training cycle lasts weeks or months, the sales team loses money and loses sales overall.
When a chosen software fails to meet expectations, you must start anew and deal with angry and disgruntled staff.
Salespeople go through weeks or months of training and are exposed to so many different tools as a result of these SaaS technologies that it’s nearly hard to remember them all.
Organizations expect employees to retain their sales training, which is akin to sipping from a fire hose.
Multiple sessions, hours of films, online tutorials, tests, and multiple sessions might be overwhelming.
People lose 50% of the information presented to them in an hour on average, and our brains can’t handle the information onslaught.
When salespeople are dissatisfied with their performance, they leave, resulting in a costly turnover of up to 6-9 months of an employee’s yearly income.
Simply said, digital adoption is critical to the success of your digital transformation.
In 2022, investment in digital transformation (DX) is expected to exceed $1.78 trillion.
If you don’t completely embrace digital, your pricey CRM system will become a huge waste of time, sales, energy, and resources, negatively impacting your bottom line.
Digital transformation vs. digital adoption
Digital transformation might be thought of as a catchphrase or, on the other hand, as a fully ambiguous or complex issue.
But it’s more about how a company sets its goals and achieves its objectives.
It also acts as a road plan for achieving these objectives using digital technologies or platforms.
In a highly digitized age, digital transformation involves data, technology, process, and organizational change that directs a company’s transformation.
A component of digital transformation is digital adoption.
The basis of your transformation approach is understanding (accepting) and employing digital tools, platforms, or systems.
CRMs and ERPs, as well as smaller digital tools like sales enablement platforms and onboarding programs, can all be affected by this migration to new technologies.
To achieve a positive ROI and digital transformation success, employees must completely accept these tools and reach their full potential.
How to Create a Framework for Digital Adoption
Even the most experienced sales trainers have difficulty with digital adoption.
However, a digital adoption template and a proactive strategy with varied learning types will help you succeed.
When creating your digital adoption framework, keep the following in mind:
Align various objectives.
Trainers should make sure that a company’s digital adoption goals are in line with its digital transformation goals.
Employees can understand how their contributions fit into a larger picture.
Then, create employee KPIs and goals so that they know what to do and how to measure progress.
It’s simpler to comprehend the “why,” not simply the “how,” behind a new system after you’ve identified the desired outcomes.
Select teams and assign roles for training and evaluation.
It’s critical to support the major stakeholders at this point so that they are aware of your efforts and can assist the sales reps during the training.
Make early contact.
Communication is crucial at this stage.
Instead of immediately introducing employees to new technologies, they need to know what’s coming and when.
This causes eye rolls and headaches, particularly as the quarter ends.
Look for superusers.
Internal champions who coach and motivate staff known as superusers.
They can not only assist with adoption, but they can also aid with work ethic.
Create a positive work environment.
Create a good culture around the new system, complete with incentives and friendly rivalry.
Consider potential impediments ahead of time and take steps to avoid them.
Obstacles to digital adoption, whether they unreasonable target dates, poor communication methods, or a lack of metrics, should be identified and addressed as soon as possible.
Diversify your onboarding and training.
Create a training or onboarding program that incorporates a variety of methodologies and learning types.
To boost employee retention and reduce turnover, incorporate microlearning, just-in-time learning, classroom presentations, and self-directed modules.
Employees forget the majority of what they learn elsewhere.
Reiterate, reiterate, reiterate.
Learning does not end with on-boarding or the initial evaluation, but rather continues throughout the honeymoon period.
Some sales reps may not utilize a feature for six months and need to go through many training films or tutorials to figure out how to use it.
Consider employee input.
Finally, keep an open mind and listen to your employees.
Allowing salespeople to contribute their thoughts and ideas opens up new possibilities for identifying roadblocks to digital adoption.
It also fosters a sense of belonging, which leads to increased digital adoption.
Measurement options for digital uptake
Knowing if your staff is properly using your new digital product can imply different things to different people.
However, the following are some common digital adoption metrics:
Quizzes: Determine how well employees remember what they’ve learned.
Monitoring employee utilization of a tool, such as logins, data usage, and commonly used features
Fluency with digital tools:
“Would they recommend the procedure to others?” or “Are they more successful as a result of an application?” are good questions to ask.
Are they more efficient or save more time than before?
Examine the preliminary findings to evaluate if staff is meeting the “success” KPIs.
Change management and the influence of digital adoption
Organizational change is one part of a digital transformation strategy, as previously discussed.
As part of the redefined digital objectives, this transition frequently entails the adoption of new tools and systems.
Change management is the process of communicating these changes.
It’s a method for implementing, implementing and managing the organizational change required to progress a digital transformation strategy.
How DAPs (digital adoption platforms) make digital adoption easier
It can be more trouble than it’s worth getting a new tool or system up and operating.
Operating a digital adoption framework has never been easier thanks to digital adoption platforms.
They also make training and evaluating the success of a new tool easier.
When training well-planned and well-executed,
the likelihood of employees embracing your new method increases,
which encourages retention.
Employees more likely to depart if they are not properly trained.
Challenges of digital adoption
Because not all digital adoption platforms made equal, digital adoption can have significant negatives.
Decision-makers must assess critical outcomes and direct staff in the proper direction to accomplish the desired objectives.
Some digital adoption systems don’t have the metrics or analytics needed to deliver useful information.
Others don’t make it simple to integrate with popular tools like Slack or more difficult platforms like Salesforce.
When employees need information quickly, seamless integration with popular apps can be a crucial element in digital adoption.
Some digital adoption platforms describe a company’s offering in detail.
This is advantageous if you require consumers who are familiar with your product catalog, but it is problematic if they do not adopt a bespoke system or require additional training.
Instead of being a complimentary new technology layer, digital adoption platforms can be “simply another thing to learn.”
Although digital adoption boosts productivity, not all employees are eager to learn if it takes longer.
Some digital adoption platforms manually commissioned and require extensive technical competence.
This may cause fewer tech-savvy staff to reject change.
Look for a platform that is simple to use, quick to implement, interacts with popular apps and tools, and provides training content right in the workflow or the apps that employees use the most to achieve widespread.
A successful corporate strategy requires digital transformation.
As we hunt for the greatest and most up-to-date technology to enable this plan, our workers learn even more about digital adoption.
Unfortunately, this expectation and ongoing demand for the best can lead to SaaS waste, as remote employees, in particular, give up licenses, duplicate tools across departments, or utilize apps before fully absorbing them.
To avoid SaaS waste, employees must encouraged and supported as they take on these new activities.
After the first onboarding, it continues.
It extends beyond induction and reinforced throughout an employee’s employment.